Revenge. It is at the heart of every retaliation claim and it is human nature, which makes it extremely hard to control. Research indicates there is a 57 percent chance of a jury deciding in favor of an employee when a retaliation claim is part of the case. Why? Because everyone on the jury can identify with that feeling of wanting revenge for a perceived wrong at work.
With the #MeToo movement making workplace complaints commonplace, the current climate is ripe for an even further increase in retaliation claims. Do not be caught off guard; join us for a review of this developing area of the law. Questions to be discussed include:
- Did you know former employees and even relatives of employees can sue for retaliation?
- Did you know the Supreme Court has expanded the definition of retaliation to include ever more subtle conduct?
- Should you have a separate retaliation policy that applies to all types of claims and not just discrimination and harassment?
- How do you manage the angry supervisor intent on seeking revenge for perceived false complaints by employees?
- With "sue while you work" retaliation claims on the rise, how can you reduce legal risks when the employee turned plaintiff continues to work for your company?
Continuing Education Credit:
This program is pending CLE credit approval in the state of Tennessee. It has been submitted to the HR Certification Institute and SHRM for review.
Space is limited for this event. Program and breakfast are complimentary.
RSVP to attend by Monday, May 13.