Employers know they can’t retaliate against employees for speaking with EEOC investigators about possible discrimination. They also know they can’t prevent employees from testifying in court about supposed discrimination. They can’t punish them for it either.
But what about simply standing by as a spouse or significant other sues the same employer? Do you have to worry that any job changes for the silent spouse will spur a successful retaliation lawsuit?
Probably not, if the following case is any indication.
Recent case: Lawrence Elsensohn worked for the St. Tammany Parish Sheriff’s Office as a law enforcement officer. His wife had also worked for the Sheriff’s Office, but left after suing her employer for violations. She eventually settled her case.
Elsensohn said he had not been involved in his wife’s FMLA claim, other than to provide her with “moral support.” He would have been a witness in her case but...(register to read more)
- OSHA launches online whistle-blower complaint form
- Best practices for preventing FMLA abuse
- U.S. Supreme Court asks solicitor general to review California law
- Returning from disability leave, can employee dictate the terms of his new job?
- Made an FMLA mistake? Avoid liability by offering reinstatement, no strings attached