Fired employees with vengeance on their minds often go looking for a reason to sue. They often latch on to the charge that they complained about discrimination and then were punished.
As the following case shows, it takes more than a casual mention of diversity to constitute a protected action.
Recent case: Tony Hood, who is black, was having . Then, at a town hall-style meeting, Hood raised his hand and asked upper why there wasn’t much being done to promote diversity in his department.
After Hood was fired, he sued, alleging retaliation under the New Jersey Law Against Discrimination.
The court dismissed Hood’s case because his comment didn’t amount to protected activity. (Hood v. Pfizer, No. 08-1434, 3rd Cir., 2009)
- To what extent can we use electronic systems to store I-9s and other personnel documents?
- Classifying income earned by bond funds
- To cut costs, shed myths about staff returning from injury
- DOL teams up with private lawyers to encourage FMLA, FLSA lawsuits
- 17 Questions to Determine if Workers are Fully Engaged