Retaliation Nation:
Prevent Employees' #1 Legal Claim


"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.

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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!

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.

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. Get your copy of Retaliation Nation today!



Pat DiDomenico, Editorial Director
HR Specialist

P.S. Your satisfaction is unconditionally guaranteed. If Retaliation Nation: Prevent Employees' #1 Legal Claim fails to meet your needs, we will refund every penny you paid – no hassles, no questions asked.

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Retaliation Nation:

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:

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


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

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