The threat of a retaliation lawsuit—for anything that would dissuade a reasonable employee from complaining about discrimination in the first place—can make supervisors feel like they have to walk on eggshells when dealing with employees who complain. That kind of overreaction can make goodimpossible.
Instead, instruct managers and supervisors to document the reasons behind any workplace changes that may have an adverse impact on employees who have complained about discrimination. Make sure those reasons have a solid basis in business necessity. Impartially apply all new rules to all employees. Changes that affect all employees aren’t retaliation.
Recent case: Linda Dunn worked as a recreational therapist at a Los Angeles County Department of Mental Health center. She generally worked a four-day schedule from 7:30 a.m. until 6 p.m., allowing her to have three-day weekends. She got good reviews and was commended f...(register to read more)
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