You might be an employee who can just sense it. Supervisors and work team leads who used to be friendly and inclusionary are now aloof and chilly in their interactions. Work duties that have long been yours are now being peeled away and assumed by co-workers. You used to chair certain meetings that you are no longer even invited to. The exemplary ratings you are accustomed to now feature numbers linked with subpar performance.
What’s going on?
Justin Howe says he has absolutely “no regrets.”
Howe’s comment comes via his status as a recently fired Michigan nurse long employed at Hackley Hospital in Muskegon.
Any managerial level job applicant in Michigan or nationally who is handed a contract that is flatly exemplary in every aspect likely flashes on the same thought.
That is this: I will happily work for this employer forever.
When you get pregnant, you know you need to take care of yourself to protect your child. You take vitamins, eat healthily and try to avoid situations that cause too much stress. But if your employer doesn't respect your need for accommodations, you may find yourself unable to continue working.
In Michigan, employers must give you 12 weeks of unpaid leave under the Family and Medical Leave Act. But there is no current law that requires them to make things easier for you at work. However, a proposed bipartisan federal bill might change that.
Michigan legislators passed the seminal Elliot-Larsen Civil Rights Act more than 40 years ago as a supplementary and clarifying measure to federal safeguards against discrimination.
The Michigan law – which has been amended many times since its 1977 enactment – extends protections in the realm of education, housing, employment and public accommodations across a broad front. A recent article spotting Elliot-Larsen and yet another proposed amendment notes its current protected classifications spanning 10 categories.
Do the efforts of American employees who report corporate and governmental fraud sometimes truly pay off for them in meaningful ways?
The Unites States Securities and Exchange Commission is hardly equivocal in its answer to that question.
There it is. You are a deeply experienced business principal who has worked long and hard to get where you now are, and the fruits of your labor are staring you in the face.
To wit: Executives from an enterprise that you have long considered working for have just placed an employment contract in front of you. The pen sits there.
Descriptions of work environments that select employees in companies spanning Michigan and the United States find unpleasant -- even intolerable – run a broad gamut.
To wit: Maybe your immediate supervisor is a constant fault finder. Perhaps a manager’s personality is flatly marked by negativity and a perceived need to publicly denigrate workers. It might be the case that bosses in your department collectively engage in behavior that you regard as repulsive. Maybe an executive’s managerial approach spawns an intensely pressurized atmosphere that is antithetical to productivity.
We spotlighted matters relevant to whistleblowing strategy in a recent Sterling Employment Law blog post. We noted in the firm’s March 31 entry that “there are important don’ts of whistleblowing for employees who want to preserve the strength of their claims and avoid liability.”
“Don’t take the kitchen sink” is one prominent admonition advanced in a recent national legal publication.
A recent article in a national legal journal focusing upon employee whistleblowers underscores the vast amount of information available to educate whistleblowers on their rights against bad-faith employers. That is, there is a veritable mountain of advice existing to inform challenged workers what to do when they seek to fight back against wrongful job termination.
The above article also stresses the inverse too, though, namely this: There is seemingly very little in the way of “what not to do” data to guide workers under pressure who are squared off against employers clearly bent on retaliation and a workplace firing.
Bold labels are required.
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