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 session, 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!