"Don't get mad, get even."

That may be a good action-movie slogan, but it's a terrible management style. Yet an increasing number of bosses and business leaders continue to respond to employee complaints by punishing complainers with discipline or termination.

Last year, more than half of the 76,000 employee job-discrimination complaints filed with the EEOC included a complaint of retaliation (see chart below). That's an all-time high and more than double just two decades ago.

How do you avoid even the perception of retaliation? To find out what constitutes retaliation ... what doesn't … and how you can avoid legal problems (and legal bills), we've teamed with a top employment attorney for some valuable training on this white-hot topic.

Join us Friday, February 14, to discover the best battle-tested strategies for preventing (and responding to) retaliation – the #1 employee legal complaint.

Why this is important now, part 1: The U.S. Supreme Court rewrote the definition of "retaliation" a few years ago, making it easier for employees to get their retaliation claims into court – even if it's only for a subjective feeling of retaliation. The upshot: more retaliation claims … more HR headaches … and more (and bigger) settlements and jury awards.

Why this is important now, part 2: President Trump's impeachment saga has attracted huge media attention on the role of workplace whistleblowers. That means employees know their whistleblower-protection rights now more than ever. Just recently, a Texas employee won a $1.2 million jury verdict because she was fired after alerting federal authorities about her company's misuse of government funds.

In this important new webinar, you will discover:

• What counts as unlawful retaliation … and what doesn't
• How to get across the "hands off complainers" message
• Why juries love to award huge damages for retaliation
• The 3 immediate consequences of a retaliation claim
• The impact of recent Supreme Court action and EEOC guidance
• 2 key questions to always ask yourself before terminating or disciplining an employee
• Why complainers are not untouchable – and where to draw the line
• The "code words" that can trigger a retaliation claim
• And much more!

It's more important than ever for your managers and leaders to realize that it's illegal to "get back" at employees who complaint about discrimination, safety or other workplace issues. And it's your job to make sure they understand that.

On Feb. 14, learn why this is truly a "retaliation generation" and the practical steps you can take now to keep your organization in compliance … and out of court.

Sincerely,

Pat DiDomenico, Editorial Director
HR Specialist

P.S. Registration Bonuses. Everyone who signs up will receive a downloadable copy of Business Management Daily's special report, Avoid the Retaliation Trap: Strategies to Steer Clear of Legal Danger. This 15-page report explains in English (not legalese) which type of actions trigger unlawful retaliation claims and how your company can prevent this expensive trap. You'll also receive a downloadable copy of Fire at Will, our all-time bestselling book that will show you how to legally terminate poor-performing employees free from any legal fears.

P.P.S. Extra Added Bonus. You'll also receive one month of Premium Plus Online – our comprehensive electronic information service – at no cost. Premium Plus Online features more than 30,000 HR articles, online compliance self-audits, over 100 forms and checklists, plus Ask the Attorney (responses to your employment law questions). So that you continue to benefit from Premium Plus, we'll continue your access automatically for just $99 per quarter, unless you tell us "no, thanks" – your choice.

P.P.P.S. We promise you'll be satisfied. If Retaliation Nation fails to meet your needs, we will instantly refund 100% of your tuition. Your course materials, website access and early registration bonus are all yours to keep. No hassles, no questions asked.

About Your Speaker:

Jennifer Trulock is a partner at Baker Botts in Dallas, where she is chair of the firm’s Labor and Employment Practice Group. Jennifer graduated from Georgetown University Law Center and she represents management in all aspects of labor and employment law. Jennifer also counsels and trains employers on managing workplace issues and preventing employment lawsuits.

Credit Hours:

The use of this official seal confirms that this Activity has met HR Certification Institute’s® (HRCI®) criteria for recertification credit pre-approval.

This program is valid for 1.25 PDCs for the SHRM-CP® or SHRM-SCP®.

Since this is a webinar, you and your entire staff can attend in the comfort of your office or conference room for one low price! You may include as many people as you wish while listening on a single phone line or computer. Contact us for multi-site discounts.