4 best practices you can use to avoid retaliation claims — Business Management Daily: Free Reports on Human Resources, Employment Law, Office Management, Office Communication, Office Technology and Small Business Tax Business Management Daily

Retaliation claims brought by unhappy employees—or really, really unhappy former employees—continue to trouble employers nationwide. There are numerous laws under which employees can raise such claims, and the circumstances that can give rise to liability are almost limitless and frequently complex.

Many retaliation claims grow out of bad workplace relationships, the kind in which supervisors often describe the employee as “difficult” or a “pain in the neck.” You’ll no doubt recognize the typical description: “He can’t get along—it’s always something!”

Retaliation claims can be particularly costly once they get into the legal process. What’s worse, retaliation claims can stick even when the employee’s underlying complaint—discrimination, for example—proves to be unfounded. That can make it particularly difficult to coach and counsel supervisors who are in the middle of workplace relationships gone bad.

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