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.
What if you a Michigan employee clearly wronged – that is, unlawfully treated – by workplace management? Examples of that are many and diverse, and often encompassed within discriminatory treatment practiced in a company.
On-the-job employment discrimination is unquestionably a serious wrong, both from an ethical and legal standpoint. Much legislation enacted over the years at federal, state and local levels seeks to safeguard workers against its egregious effects.
We stress an immediately key point on our website at the established pro-worker firm of Sterling Employment Law in Bloomfield Hills for managerial and other top-end employees of Michigan companies.
Many of those individuals are presented with employers’ demands to sign covenants not to compete if ever terminating employment and assuming a position with a business rival. We urge any such worker tasked with executing a noncompete agreement to secure proven legal guidance before doing so, given that such contracts “are typically drafted heavily in an employer’s favor.”
A multitude of federal and state statutory and case law provisions safeguard Michigan workers and their peers nationally from the scourge of workplace discrimination.
That wasn’t always the case. America’s broad and diverse workforce has progressively battled and made strong inroads against various on-the-job wrongs over past years and decades.
Michigan is famous as the working heartland of America, where some of the best industrial and business innovations began. Although some of these aspects of the economy have dulled since the 21st century, the Wolverine State still generates a lot of work and innovates ways of protecting the people who get that work done.
The state stands alone in a very important part of the fight against workplace discrimination. Michigan is the only state that has legally prohibited discrimination against employees based on weight. Every other state implicitly allows this prejudice.
Disliking your work environment does not make it a hostile work environment.
To be legally considered a hostile workplace, your situation must meet several criteria. Understanding these requirements may help you advocate for your rights as an employee.
The attitude toward sexual orientation and gender identity has changed. Members of the LGBTQ community - lesbian, gay, bisexual, transgender and queer - have challenged the discrimination they face. But federal laws still do not protect against LGBTQ discrimination in the workplace.
However, the Supreme Court will hear three cases that may change that. Two of the cases cover gay men who claim their firings were because of their sexual orientation. The third case is from a Michigan woman fired from her long-time job after telling her boss she was about to go through gender reassignment surgery. The results of these rulings may affect how the federal government views workplace discrimination.
There was a turning point in American culture when the Bill of Rights outlined some basic human rights that cannot be ignored or taken away. Although labor is not one of them, a new era has come that recognizes people's equal access to work based on their qualifications.
When people feel that their rights to work are being denied because of factors like race and gender, a lawsuit for financial damages as well as reinstatement and other possible outcomes may be a way to challenge it. A restaurant chain with its headquarters in west Michigan is facing a lawsuit claiming workplace discrimination based on religion.
Simply receiving an offer of employment is enough to put a smile on your face, while bringing some relief to your life. However, that doesn't necessarily mean you should sign the proposed contract and report to work.
Upon review of your employment contract, it's natural to have questions and maybe even some concerns. Furthermore, there may be some things you want to negotiate into the contract. Here are some examples:
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