Employers obviously can’t punish employees simply because they complain about discrimination. That would be retaliation.
But that doesn’t mean you have to tolerate loud, obnoxious or disruptive complaints, no matter their content. That’s simply unacceptable in the workplace … and grounds for.
Recent case: Mildred Christmas, who is black, filed an internal complaint after she was passed over for a promotion in favor of a white man.
Soon after, Christmas’ new boss—the man who got the job she wanted—heard her complaining loudly about supposed racial bias. In a loud and angry tone—which she later admitted—Christmas stated, “This is the damnedest place I ever saw. They discriminate against black folks!”
The outburst earned her a written reprimand for unprofessional conduct.
She sued for retaliation. The court tossed out Christmas’ claim, saying her method of delivery was unacceptable and, therefore, the employer was free to punish her for her delivery, not the message.
If she had been punished after making the statement in a normal tone of voice, it would have been retaliation. (Christmas v. North Carolina Department of Administration, No. 5:09-CV-346, ED NC, 2011)
- Employees criticizing the firm? Where to draw the line
- The customer is always right? Not so fast
- Gather essential hiring records: Interviewers should take notes, HR should collect them
- Adapt work schedules to worship, religious TV shows included
- Vague complaints not enough to trigger retaliation protection