Employees who complain to their employers about discrimination are usually protected from retaliation. But they must at least mention the sort of discrimination at issue.
Simply protesting that an evaluation wasn’t fair won’t do the trick.
Recent case: Thomas complained to his boss that his evaluation was unfair. But when he later filed a disability bias lawsuit, he didn’t cite any specifics to support his argument that he had been retaliated against for questioning his evaluation.
The court tossed out the claim. It concluded that nothing in Thomas’ response to the evaluation mentioned his disability (multiple sclerosis) or requested an accommodation. His response therefore wasn’t protected activity and couldn’t be the basis for a retaliation lawsuit. (Bower v. City and County of San Francisco, No. 11-15632, 9th Cir., 2012)
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/32995/specifics-matter-when-workers-allege-discrimination "
- Team-Building Events: Fun is good; employee humiliation is bad
- Supreme Court allows retaliation suits under Civil War-Era law
- Employee isn't completely reliable? OK to consider that when making promotion decisions
- Keep it neat! You can restrict facial hair
- 5 trends will shape compensation & benefits in 2008