Request a Same Day Telephone Consultation
Held. The anti-retaliation provision provided in §704(a) in Title VII of the Civil Rights Act of 1964 protects an employee who speaks out about discrimination or harassment during a company’s internal investigation.
Implications for Employers.
The Crawford case greatly extends anti-retaliation protections afforded to employees under Title VII of the Civil Rights Act of 1964. Now, even employees who silently oppose illegal conduct, or whose disclosures to coworkers indirectly reach the employer, may be protected under the Act. To avoid or limit claims of retaliation, employers should exercise extreme caution before disciplining, or terminating, an employee who has even briefly mentioned inappropriate behavior, or illegal activity, committed by the employer or a coworker. In addition, employers should conduct and document annual employee performance reviews, as such performance evaluations can provide documentation supporting performance problems that pre-exist any “protected” statements later made by an employee.
Tags: retaliation, termination, wrongful
Posted In: Employment Law News
Blog Categories:Business Law Bulletin
Search YLC Blog:
Subscribe to Updates:Interested in receiving this blog? You may add this blog to your feeds by clicking here: Subscribe
Disclaimer: The information presented on this web site was prepared by Melissa C. Marsh for general informational purposes only and does not constitute legal advice. The information provided in my articles and alerts should not be relied upon, or used as a substitute for professional legal advice from an attorney you retain to advise or represent you. Your use of this Internet site does not create an attorney- client relationship. Transmission of this article is not intended to create, and receipt of it does not constitute, an attorney-client relationship. All uses of the contents of this site, other than personal uses, are prohibited. You may print or email a copy of any information posted on this web site for your own personal, non-commercial, use, but you may not publish any of the articles or posts on this web site without the Express Written Permission of Melissa C. Marsh.
Located in Los Angeles, California, the Law Office of Melissa C. Marsh handles business law and corporation law matters as a lawyer for clients throughout Los Angeles including Burbank, Sherman Oaks, Studio City, Valley Village, North Hollywood, Woodland Hills, Hollywood, West LA as well as Riverside County, San Fernando, Ventura County, and Santa Clarita. Attorney Melissa C. Marsh has considerable experience handling business matters both nationally and internationally. We routinely assist our clients with incorporation, forming a California corporation, forming a California llc, partnership, annual minutes, shareholder meetings, director meetings, getting a taxpayer ID number (EIN), buying a business, selling a business, commercial lease review, employee disputes, independent contractors, construction, and personal matters such as preparing a will, living trust, power of attorney, health care directive, and more.