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Griping about minor rulebreaking doesn’t count as whistleblowing

Do you have employees who are always tattling on co-workers about minor rulebreaking? If so, don’t worry too much that the complaining employee can spin that into protected activity under the California Labor Code’s whistleblowing provisions.

Employees have three years to sue for willful violations of the FMLA

Employers that retaliate against employees for taking FMLA leave may find themselves being sued a full three years after the alleged infraction.

Beware retaliation after race bias complaint

Employees who file internal discrimination complaints are protected from retaliation for doing so, even if the complaint turns out to be unfounded. Something like a demotion or significantly different job duties can be retaliation.

What is a ‘public body’ for whistleblowing purposes?

Pennsylvania employees are protected from retaliation for whistleblowing involving a “public body” under the Pennsylvania Whistleblower Law. But what about private employers that receive state or federal funding?

Lawsuit alert: Beware disciplining for infractions of seldom-enforced rules

Sometimes, supervisors get frustrated with workers they consider trouble makers because they complain all the time. Those bosses need to think twice before they retaliate by strictly enforcing work rules—especially if they have often ignored those rules in the past.

Workers’ comp: What happens in Texas stays in Texas

Employees claiming retaliation for making a workers’ compensation claim in Texas can’t make a federal case out of it. Such claims must be heard in state courts.

Calif. State Senate pays ex-staffer $350,000 after sexual assault

A former California State Senate staffer who alleged she was sexually assaulted by another Senate employee after a night out in Sacramento has accepted $350,000 to settle charges she was fired in retaliation for reporting the incident.

Run-of-the-mill gripes don’t justify lawsuits

Courts require employees to have fairly thick skins. Ordinary annoyances aren’t reason enough to quit.

Welcome aboard! Never mind! Document why you rescinded job offer

Employers that tell an applicant she’s hired and then yank the offer should be prepared to give a legitimate, business-related reason. Carefully document the reason in case the applicant later sues.

Remind staff: Contractors aren’t employees

The more control you exert, the more likely your organization will be on the hook as the employer in any lawsuit.