Overview of the webinar
Retaliation claims are very tricky. Suppose you get a discrimination charge accusing your CEO of sexual harassment. The CEO barks back, “I didn’t do anything. Fire this employee immediately for false reporting.” But what is false reporting? You know, as an human resource professional, that you need to conduct a thorough investigation before coming to any conclusion about false reporting.
What if your employee refuses to follow a supervisor’s direction? Does the employee have a good reason to refuse or is the refusal just plain insubordination? What will you do if the employee is accusing you of criminal conduct or unsafe working conditions?
Area Covered In The Webinar
Various areas of protected activity
When can an employee refuse a supervisor’s direction?
Types of whistleblower claims across the country
Methods of establishing retaliation
Practical ways to avoid retaliation
Who Should Attend
Supervisors, human resource managers, in house counsel
Why should you attend?
It is only human nature to be angry when someone accuses you of something like discrimination, harassment, or even criminal activity. And, when you get angry, you will inevitably make a bad decision that could be considered retaliatory. You will also have the employee who realizes that termination is inevitable who will engage in some kind of “protected activity” in an effort to avoid termination. Do you go forward with terminating and risking a retaliation claim?
About the speaker
Years of Experience: 30+ years
Susan Fahey Desmond is a principal with Jackson Lewis PC which has offices across the United States. She has been representing management in all areas of labor and employment law since her graduation from the University of Tennessee School of Law in