by Jessica Satriano, Esq.
On July 30, 2012, in the Banner Health System case, the National Labor Relations Board (NLRB), issued a decision holding that a hospital violated Section 8(a)(1) of the National Labor Relations Act (NLRA) by asking employees who had filed a complaint not to discuss it with co-workers while the investigation was pending.
Shortly after, in a different case, the Buffalo regional office of the EEOC took a similar position: That a confidentiality instruction to an employee making a discrimination complaint would constitute unlawful interference with the employee’s efforts to oppose discrimination.
The EEOC view
EEOC guidance states that complaining about discrimination or harassment to anyone—including (register to read more), union officials, other employees or even reporters—is protected opposition. An employer that tries to stop an employee from talking with others about alleged discrimination or harassment is vio...
- How to Fire an Employee the Legal Way: 6 Termination Guidelines
- Does your organization need insurance against employee lawsuits?
- The Uber model: Worker classification in the sharing economy
- Will you be caught in my client's work-at-home trap?
- 7th Circuit: Under ADA, disabled don't automatically get vacant job