After an employee files an EEOC or internal discrimination complaint, it’s natural for him to worry about retaliation. Every move by a supervisor or HR will be filtered through that lens.
You need to be on guard against retaliation, too. However, you mustn’t hesitate to enforce the rules you expect all your employees to follow just because you’re afraid one of them will cry “retaliation.”
Recent case: Anthony Ramirez worked for the University of California as a research database manager. He has a sight impairment that gives him no peripheral vision. About a year and a half after starting the job, Ramirez was demoted because of what his supervisor said was his inability to perform the job. This meant he had to work for a new supervisor.
Ramirez filed an internal complaint and followed up with an EEOC complaint, alleging that he was being discriminated against on account of disability and national origin.
Ramirez did n...(register to read more)
- How to Fire an Employee the Legal Way: 6 Termination Guidelines
- Settling PHRC cases early makes financial sense
- U.S. Steel wins ADA case; worker couldn't do 'Essential' parts of job
- Incompetence can't turn manager into hourly
- Know the limits of employee free speech—no need to tolerate out-of-line protests