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Retaliation

OK to terminate, even after FMLA leave request

08/07/2012
If you were going to terminate an employee before you learned she wanted FMLA leave, you still can. Just be sure you can document when and why the termination decision was made.

Leave policy goes above and beyond FMLA? Make sure court sees your generosity

08/03/2012
If, like many employers, you offer employees more than the required 12 weeks of unpaid FMLA leave in any given year, you may have a powerful response to a disability or FMLA discrimination lawsuit.

Separate who approves FMLA, who disciplines

07/27/2012
Make sure someone other than the supervisor who ordinarily disciplines an employee is responsible for approving and administering FMLA leave. By separating those functions, you minimize the risk that an employee might be able to connect FMLA leave with an adverse action such as termination.

Document handling of vague harassment complaint

07/25/2012
Some employees who are being sexually harassed may be embarrassed or reluctant to talk about it. Rather than come out and say what happened, they beat around the bush. Smart employers document how they handle vague complaints—and take them just as seriously as other complaints.

HR pro on trial: ‘Cat’s paw’ individual liability under Section 1981

07/18/2012
The 7th Circuit recently considered for the first time whether an employee can be individually liable under a “cat’s paw” theory of retaliation under Section 1981. In Smith v. Bray the court held that an employee could sue an HR manager individually for retaliating against him by influencing the decision to fire him.

Scrutinizing employee’s work isn’t retaliation

07/18/2012
The courts—which have been slammed with retaliation lawsuits—have begun narrowing what they consider retaliation. For example, the 7th Circuit has ruled that merely scrutinizing someone’s work more closely after a complaint isn’t retaliation.

OfficeMax faces EEOC suit for Sarasota retaliation

07/12/2012
The manager of a Sarasota-area OfficeMax made life so miserable for an employee who filed a racial discrimination claim that he was forced to resign, according to the EEOC. Now it’s suing on the man’s behalf.

Avoid new legal risk: Train supervisors to stamp out hostile work environment retaliation

07/12/2012
The 11th Circuit Court of Appeals has approved new grounds for discrimination lawsuits. It recently ruled that employees who file discrimination complaints can sue for retaliation if their employers punish them with a hostile work environment.

When employee is pregnant, insist on HR approval for every job-related move

07/12/2012
Not every pregnancy is the same and not every pregnant woman can perform her job right up until she goes into labor. Because there is so much variability and because women are protected from pregnancy discrimination, it’s crucial to consider each case individually.

Retaliation can stick even if underlying complaint doesn’t

07/12/2012
Employees who report harassment are protected from retaliation, even if the underlying complaint lacks merit.