By Eric B. Meyer
When I think about retaliation, I think about who gets fired after complaining about discrimination to an HR Manager or the EEOC.
These actions epitomize the “opposition” and the “participation” clauses of Title VII of the Civil Rights Act of 1964, the federal anti-discrimination statute.
By what about when an employee doesn’t go to HR, doesn’t complain to the Equal Employment Opportunity Commission, but, instead, simply tells a supervisor to stop sexually harassing her? If that employee is later fired, and she can establish that she was fired because she told her supervisor to stop, is that a winning retaliation claim? Read more…