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The Employer Handbook BlogCan you fire an HR Manager for encouraging co-workers to sue the company for discrimination?
Good thing I added a few extra servers today, juuuuuuuust in case I had a few extra clicks on this blog post. Continue reading
Articles Posted in Retaliation
SCOTUS has a thing or two to say about age discrimination, which has nothing whatsoever to do with COVID-19.
Last week, on Monday, the Supreme Court issued this age discrimination opinion. The opinion focuses on age bias in a federal government workplace, which is a small portion of folks that read this blog.
But, there are a few takeaways for the rest of you. And since this is an employment law blog, let’s discuss what the Supreme Court has to say about age bias in your workplace. Continue reading
This, right here, is some of the most messed up retaliation (allegedly). And it all settled for a cool milli.
Image by Clker-Free-Vector-Images from Pixabay
Technically, they settled for $1.15M. But, that won’t stop me from playing some ‘Lil Wayne. Continue reading
There’s retaliation, and then there’s locking the complainant in a walk-in freezer. (Allegedly)
Image Credit https://www.jbcharleston.jb.mil/News/Photos/igphoto/2000273522/
That’s cold. Continue reading
Can a demotion be a reasonable accommodation under the ADA?
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In the context of an employment discrimination lawsuit, when I think about a demotion, I’m also thinking of retaliation. Continue reading
How to fire a poor performer who complains about discrimination and still avoid a retaliation claim
Image by Christos Giakkas from Pixabay
You have an underperforming supervisor in your workplace. Several employees have complained about her work performance and leadership. So, the plan is to fire her. Except, three weeks before you terminate this supervisor’s employment, she complains about discrimination.
Can you go through with the termination? Or is the timing so suggestive of retaliation that you’re practically guaranteeing a jury trial on that issue?
Let’s find out…
And here is a retaliation claim that may make it all the way to a jury to decide
Image Credit: Photofunia.com (https://photofunia.com/results/5d9aa283089f7ad4978b458c)
Earlier this week, I detailed several feeble retaliation claims that a federal court easily brushed aside.
Today, I’ll talk about another retaliation claim that almost suffered a similar fate until one of the most conservative federal appellate courts in the country breathed new life into it. Continue reading
8 examples of employee retaliation claims that courts reject.
Image Credit: Photofunia.com (https://photofunia.com/results/5d9aa283089f7ad4978b458c)
Retaliation is one of the most common employment claims pursued in court. Indeed, it’s the #1 claim individuals make at the U.S. Equal Employment Opportunity Commission (EEOC).
Get your damn story straight if you’re going to fire someone who just returned from medical leave.
Image by DigitalShards from Pixabay
I’ve talked a fair amount recently about retaliation claims (here and here), mostly focusing on timing as the possible link between a protected activity (such as a complaint of discrimination) and an adverse employment action (like a firing).
The plaintiffs in those cases were unsuccessful in proving retaliation. And, in the case about which I’m blogging today, the employer almost prevailed on summary judgment too.
Almost. Continue reading
They took her complaint seriously, fired her harasser, promoted her twice, and then retaliated against her?!?
Image Credit: Photofunia.com (https://photofunia.com/results/5d750cee089f7a9b358b4594)
Last week, I blogged about a situation in which two employees alleged that their former employer retaliated against them for participating in a workplace investigation. Each claimed that the close timing between the investigation and their subsequent firing confirmed that there must have been some retaliatory animus.
They were wrong.
What I have for you today is another similar situation. This time, we have an employee who complained about a supervisor’s sexual harassment. The company investigated. Then, it fired the supervisor and promoted the victim to supervisor. And then promoted her again. But, later, the company fired the victim. Continue reading