Not everything negative that happens to an employee is the basis for a lawsuit. Employees have to allege both that they were on the receiving end of some sort of negative feedback and that there were consequences that changed the terms and conditions of employment.
For example, a warning letter that cuts off a promotion might qualify, while the same letter with no consequences would not.
Recent case: Martricia Chapman, who is black, sued her employer for discrimination after she received a warning letter and was asked to submit to an investigative interview. But nothing else happened to her.
She sued. But the court said the letter and interview alone weren’t grounds for a lawsuit—and wouldn’t have been even if she could prove that racial discrimination was the motivation for the warning letter. (Chapman v. U.S. Postal Service, No. 11-11028, 11th Cir., 2011)
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/28781/warning-letter-typically-isnt-an-adverse-reaction "