Retail giant Target recently shelled out $775,000 to settle an EEOC lawsuit over the treatment of 13 black workers at its Springfield store.
The employees sued for race discrimination and retaliation, claiming a white store manager berated them.
When one of the black employees complained, he said the company retaliated against him. As a result, he suffered health problems and resigned. The EEOC charged that the store forced his resignation, amounting to constructive discharge.
Tip: Don’t wait for employees to file charges against their supervisors. Pull abusive managers aside and read them the riot act. It’s your job to make sure all employees are treated with respect.
- How to Fire an Employee the Legal Way: 6 Termination Guidelines
- Vague complaints not enough to trigger retaliation protection
- 'Unacceptable conduct' is valid discharge reason
- Carefully document when you acted to bring an end to supervisor sexual harassment
- Whether layoff affects one or 100, use solid business reasons to justify job cuts