• The HR Specialist - Print Newsletter
  • HR Specialist: Employment Law
  • The HR Weekly

Retaliation

Veteran complaining of USERRA violation? Don’t even think about using that against him

02/28/2011

It’s often easy for employees to prove retaliation than whatever alleged bias may have preceded the retaliation. For cases involving employees who are also members of the armed forces, it’s even easier. They’re protected by USERRA.

Amtrak faces equal pay suit

02/28/2011
The EEOC is suing Amtrak for pay discrimination and retaliation, following allegations by a female HR manager at Philadelphia’s 30th Street Station that the railroad underpaid her because she is a woman. She also claims Amtrak started excluding her from important meetings after she complained.

9th Circuit tackles harassment, retaliation against gay workers

02/23/2011
A recent 9th Circuit Court of Appeals decision highlights unexpected problems employers can face when gay employees are harassed because of their sexual orientation. The case—Dawson v. Entek International—illustrates what can go wrong when harassment occurs, HR is slow to respond and retaliation is alleged.

Take off the kid gloves! Bosses must still manage, even after employee complains

02/23/2011

The threat of a retaliation lawsuit can make supervisors feel like they have to walk on eggshells when dealing with employees who complain. That kind of overreaction can make good management impossible. Instead, instruct managers and supervisors to document the reasons behind any workplace changes that may have an adverse impact on employees who have complained about discrimination.

OT would have been cheaper: L.A. company owes $3.2 million

02/23/2011
Los Angeles sportswear manufacturer Tapout would have been better off paying up in the first place. All former employee Michelle Thomas originally wanted was overtime pay and some disputed commissions she said she had earned. But now that a California Superior Court jury in L.A. has ruled, Tapout is on the hook for $3.2 million, including $2.4 million in punitive damages.

Have a progressive discipline system? Use it every time

02/18/2011
Employers that bend their disciplinary rules after an employee files a discrimination or harassment complaint almost guarantee they will face a jury if the employee sues. Courts often see such deviations as evidence of retaliation.

Make it easy for courts to see your side–investigate thoroughly before disciplining

02/15/2011
Courts don’t expect employers to set up the equivalent of a judicial system for disciplining employees. They just want to see a reasonable effort to ferret out the truth.

Warn bosses: Don’t speculate on injury costs

02/11/2011
We all know that employers’ workers’ compensation insurance premiums go up when someone gets hurt at work and starts collecting workers’ comp. But that’s no reason to treat a worker who is returning from an injury any differently than you treat others.

Retaliation long after employee complained? Courts skeptical when years pass without incident

02/09/2011
Judges understand that human emotion plays a part in some personnel actions—especially in cases involving alleged retaliation. They know that if an employer was planning to retaliate for something an employee did, it wouldn’t wait several years to act.

Don’t get even: The rules, risks of post-employment retaliation

02/09/2011

The typical retaliation scenario involves an employer firing an employee who has complained about discrimination or engaged in some other protected activity. What happens, however, if the employer retaliates after the end of the employment relationship? Do the anti-retaliation laws cover allegations of post-employment misconduct? The short answer is yes.