10 things you never want to have to admit in a retaliation case

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in Discrimination and Harassment,Human Resources

When an employee either complains internally about discrimination or goes to an outside agency like the EEOC to lodge a complaint, she has engaged in what’s called “protected activity.” She may not be right about the discrimination, but if her employer retaliated against her for complaining in the first place, she could win a large jury award anyway.

That’s why it’s so important to prevent retaliation. It’s a legal minefield if you do get sued.

You’ll want to avoid at all costs having to admit to any of these 10 things if you’re embroiled in a retaliation case.

1. No, we don’t have a separate policy against retaliation. This is a deadly admission. It’s akin to saying you never thought through what might happen to an employee who came forward to report wrongdoing—or even considered that those affected by a complaint might get angry and lash out at the accuser.

2. No, we haven’t trained supervisors about our retaliation. What ...(register to read more)

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