The Fair Labor Standards Act makes it illegal to punish an employee who reports violations, real or perceived, to the U.S. Department of Labor (DOL). If you learn about such a report, don’t punish the messenger. Address the complaint.
Recent case: Lee Ann Benge worked in the HR department at Highgate Holdings. She thought some employees had been improperly classified as exempt when they were really hourly employees. She urged the company to fix the problem.
When nothing happened, she called the DOL and requested an audit. After telling her boss what she had done, her bonus was cut and she was fired for being a poor “fit” for the company.
She sued, alleging retaliation. The court said the case should go to trial because her activities were protected. (Benge v. Highgate Holdings, No. 3:09-CV-1404, ND TX, 2010)
Like what you've read? ...Republish it and share great business tips!
Attention: Readers, Publishers, Editors, Bloggers, Media, Webmasters and more...
We believe great content should be read and passed around. After all, knowledge IS power. And good business can become great with the right information at their fingertips. If you'd like to share any of the insightful articles on BusinessManagementDaily.com, you may republish or syndicate it without charge.
The only thing we ask is that you keep the article exactly as it was written and formatted. You also need to include an attribution statement and link to the article.
" This information is proudly provided by Business Management Daily.com: http://www.businessmanagementdaily.com/12240/guard-against-punishing-flsa-whistle-blowers "