This loosening of the proof standard has the potential to be significant.
Employees cannot use California’s Fair Employment and Housing Act to dictate who they will and won’t work with.
Bad bosses beget revolving-door workforces doomed to failure. Good bosses create loyalty and retain good employees.
Employers that operate in a federally regulated industry need to be aware of the statutes that could give rise to a potential whistleblowing claim. Thankfully, the Department of Labor provides a list.
It’s refreshing to read a judicial opinion that offers a little common sense, but that should be the rule rather than the exception.
Employee have a right to express protected conduct without reprisal, just as employers have the right to discipline or terminate insubordinate employees.
Employees may have a valid retaliation claim if an adverse action occurs following an internal complaint.
As a publicly traded company, employees who lodge complaint about financial improprieties or other financial issues require special treatment.
Employer policies that provide for accommodations under certain conditions, but not for pregnancy-related accommodations, may be discriminatory.