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

Retaliation

Beware denying ‘vacation’ requests that are thinly disguised as FMLA leave

08/26/2011
If an employee asks you to ap­­prove an especially long vacation, and you suspect the reason may be a covered condition under the FMLA, beware automatically rejecting the request. You may risk an FMLA in­ter­ference lawsuit. Plus, any subsequent discipline could be considered retaliation.

How Dodd-Frank’s whistle-blower rules put you in the crosshairs

08/23/2011
The Dodd-Frank Wall Street Reform and Consumer Pro­te­ction Act, passed in the wake of the financial crisis, enacts significant reforms to the financial system. HR professionals need to become familiar with the law’s whistle-blower and anti-retaliation provisions.

New Jersey Supreme Court expands damages for whistle-blowers

08/23/2011
The New Jersey Supreme Court has just made it easier for whistle-blowers to recover back-pay damages. In Donelson v. DuPont Chambers Works, the state’s highest court expanded the definition of “adverse employment action” and held that an employee can recover lost wages if the employer’s retaliation caused a disability that made the employee unable to continue working.

Princeton cop wins $525K retaliation judgment

08/23/2011

A Mercer County Superior Court jury has awarded a former Princeton police officer $450,000 in compensatory damages—plus $75,000 in punitive damages—after it decided the borough retaliated against him for filing a civil rights complaint. Princeton officials say they will appeal the jury’s decision.

HR CSI: Conducting a post-mortem of a legal claim

08/16/2011

If you’ve ever been caught up in an employment lawsuit, chances are you couldn’t wait for it to be over. Yet every case presents a valuable opportunity to prevent future problems and improve HR effectiveness by conducting an “autopsy” of the claim. Jathan Janove tells you how.

What not to say: ‘Playing the race card’

08/11/2011

Some comments spell nothing but trouble. That’s why you should ban them from the workplace, at least when spoken by anyone holding a super­visory role. One of the most inflammatory statements: the all-too-common “playing the race card.”

Minor job changes don’t make transfer adverse action

08/08/2011
Employees who claim they were trans­­ferred as punishment for complaining won’t get far if they sue. That’s because courts recognize an employers’ right to manage its work force, and that minor changes in job duties aren’t enough to justify a lawsuit.

Legitimate business reasons for decision? Feel free to fire employee who has complained

08/08/2011

Here’s a situation that many HR professionals dread: An employee complains about discrimination and you fix the problem. Then there are workplace changes and it looks as if the employee will lose her job. Should you worry about retaliation? Not so much that you start treating the employee with kid gloves.

Tell supervisors: It’s OK to criticize–even if employee has filed EEOC complaint

08/08/2011

Some employees think filing an EEOC complaint insulates them from any kind of negative action at work. They’re wrong. Employers are free to treat an employee who has complained just as they would any other employee. You can continue to invoke your usual management practices, including pointing out errors and criticizing work if the facts warrant it.

When workers and bosses trade ­accusations, prepare to sort out retaliation claims

08/08/2011

Here’s a unique spin on a retaliation claim: An employee files an internal complaint alleging his supervisor is discriminating against him. Then the supervisor files his own internal complaint against the employee. Is that retaliation? Not according to the court in this case.