There are no magic words an employee has to utter in order to engage in protected activity. As long as what he says would lead a reasonable person to conclude he’s complaining about some form of discrimination, he has protection from retaliation.
Recent case: Xu-Shen, an instructor at the State University of New York Institute of Technology, sued when his contract was not renewed. He alleged retaliation for having reported that his supervisor was trying to force Asian professors to fraudulently credit co-workers on academic publications in exchange for better.
The university said Xu-Shen had never claimed his complaint was about discrimination.
But the court said he didn’t have to use the word “discrimination” as long as what he described could reasonably be construed as discriminatory behavior. (Zhou v. State University of New York, No. 11-4370, 2nd 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/33765/bias-never-mentioned-that-wont-stop-retaliation-suit "