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.
Here are ...(register to read more)
- How to Fire an Employee the Legal Way: 6 Termination Guidelines
- 10 Secrets to an Effective Performance Review
- Supervisor's ignorance of the law isn't enough to justify punitive damages award
- Specify some offenses as dischargeable, and follow through
- Equal Pay Act: FAQs
- IRS issues 'grab bag' guidance on Health Savings Accounts