An employee who files an EEOC or internal complaint about alleged discrimination or harassment might quite naturally be nervous that her action will result in adverse consequences.
If she has already retained an attorney, she probably also knows that any adverse action taken against her may be illegal retaliation. Her lawyer has undoubtedly told her to track everything that happens to her.
That’s why employers have to be certain that any discipline, demotion or changes in working conditions can be justified for valid business reasons before they are implemented.
That job typically falls on the HR professional. If you find yourself with such a situation on your hands, act with caution.
Remember, retaliation is just about anything that would dissuade a “reasonable” employee from complaining in the first place. You don’t have to worry much about minor slights or workplace changes. However, anything that has financial consequenc...(register to read more)
- How to Fire an Employee the Legal Way: 6 Termination Guidelines
- OSHA loses patience, Freehold executive loses car
- Quick application of anti-harassment policy cuts liability--even in highly charged race cases
- Supreme Court preview: Key FLSA, bias cases on tap
- MPW Industrial Services settles disability bias complaint