Some employers are slow learners—they still don’t understand the danger of retaliation. Judges are fairly tolerant of all kinds of inappropriate employment practices, but they really, really don’t like it when an employer punishes someone who has just complained about those practices.
Recent case: Wendy Urban worked for a fitness center for nearly a year. She quickly found that she didn’t like the sexually charged environment. She kept careful track of her supervisor’s behavior, which included staring at women’s bodies, making lewd comments and constantly peppering conversations with curse words.
Urban claimed she regularly complained to other supervisors, but nothing changed. One day, she grew so disgusted she walked out—and the fitness center fired her.
Then she got a letter from corporate headquarters warning her to stay away from the center and to avoid contact with club members. Otherwise, it said, the police would be called.
Urban sued, alleging she had worked in a sexually hostile environment and had been targeted for retaliation. She argued that when the corporate office approved her discharge and sent the letter, that constituted retaliation for complaining about sexual harassment.
The company argued that no one at the corporate office knew about her earlier complaints.
The court said that Urban didn’t have a sexual harassment claim despite the unsavory behavior her supervisor exhibited. But it said her retaliation claim could go forward. The court had no patience for the company’s claim it didn’t know about her complaint, calling the argument an attempt to avoid liability by being willfully ignorant. (Urban v. Capital Fitness, No. 08-3858, ED NY, 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/13150/the-practice-judges-never-forgive-retaliation "