• FREE RESOURCES
  • PREMIUM CONTENT
        • SEE MORE
          PREMIUM RESOURCES
  • HR DEEP DIVES
        • Coronavirus (COVID-19) Resources for HR Professionals
          Employment Law
          Labor Law Posting Requirements: Everything You Need to Know
          Recruiting
          businesswoman selecting future employees on digital interfaces
          Recruiting Resources for HR & Hiring Managers
          Performance Management
          vector image of young female making star rating
          Performance Review Resources
          Employment Law
          Understanding Equal Employment Opportunity and the EEOC
          Recruiting
          Onboarding Resources for HR & Hiring Managers
  • CORONAVIRUS & HR

  • LOGIN
  • SIGN UP FREE

HR Morning

  • FREE RESOURCES
  • PREMIUM CONTENT
        • SEE MORE
          PREMIUM RESOURCES
  • HR DEEP DIVES
        • Coronavirus (COVID-19) Resources for HR Professionals
          Employment Law
          Labor Law Posting Requirements: Everything You Need to Know
          Recruiting
          businesswoman selecting future employees on digital interfaces
          Recruiting Resources for HR & Hiring Managers
          Performance Management
          vector image of young female making star rating
          Performance Review Resources
          Employment Law
          Understanding Equal Employment Opportunity and the EEOC
          Recruiting
          Onboarding Resources for HR & Hiring Managers
  • CORONAVIRUS & HR
  • Employment Law
  • Benefits
  • Recruiting
  • Talent Management
  • Performance Management
  • HR Technology
  • More
    • Leadership & Strategy
    • Compensation
    • Staff Administration
    • Policy & Procedures
    • Wellness
    • Staff Departure
    • Employee Services
    • Work Location
    • HR Career & Self-Care
    • Health Care
    • Retirement Plans

Here's 2 reasons why retaliation claims are so high

Dan Wisniewski
by Dan Wisniewski
February 8, 2013
2 minute read
  • SHARE ON

As long as companies keep making these kinds of brainless mistakes, retaliation will remain the most commonly filed claim with the Equal Employment Opportunity Commission.

$500,000 for illegal request

Chemical company BASF has settled a retaliation lawsuit for a whopping $500,000 after allegedly forcing employees to choose between signing away their civil rights or losing their jobs.
A longtime employee at the company’s Kankakee, IL, facility claimed that the company tried to force him to sign a “last-chance agreement” in order to keep his job.
The agreement would have prohibited him from filing bias charges against the company, including for events that hadn’t happened yet.
The employee refused to sign, and was subsequently fired.
Five other employees were also allegedly retaliated against when they chose to sign the agreement rather than lose their jobs.
The Equal Employment Opportunity Commission filed suit against BASF on the employees’ behalf. BASF decided to settle.
In addition to the monetary settlement, the chemical company will:

  • report all retaliation complaints at the Kankakee facility to the EEOC for two years
  • train employees on what’s prohibited under non-discrimination law, and
  • adopt a new policy informing staff of their right to oppose unlawful bias without fear of retaliation.

They were fired a week after complaining

Tennessee automobile dealership Cappo Management was also on the wrong end of a retaliation suit recently, under very different circumstances.
According to the lawsuit, three women in the company’s sales department complained of sexual harassment at the hands of the sales manager. A week later, they were all fired, supposedly for poor performance.
When the EEOC filed suit on the women’s behalf, the company decided to settle for $85,000.
Cappo also agreed to:

  • maintain a written policy against harassment and retaliation
  • communicate the policy to employees
  • conduct training on appropriate responses to claims of retaliation, and
  • post a notice saying that Cappo doesn’t tolerate or condone retaliation.

Get the latest from HRMorning in your inbox PLUS immediately access 10 FREE HR guides.

I WANT MY FREE GUIDES

Keep Up To Date with the Latest HR News

With HRMorning arriving in your inbox, you will never miss critical stories on labor laws, benefits, retention and onboarding strategies.

Sign up for a free HRMorning membership and get our newsletter!
  • This field is for validation purposes and should be left unchanged.
HR Morning Logo
  • Facebook
  • Twitter
  • Linked In
  • ABOUT HRMORNING
  • ADVERTISE WITH US
  • WRITE FOR US
  • CONTACT
  • Employment Law
  • Benefits
  • Recruiting
  • Talent Management
  • HR Technology
  • Performance Management
  • Leadership & Strategy
  • Compensation & Payroll
  • Policy & Culture
  • Staff Administration
  • Wellness & Safety
  • Staff Departure
  • Employee Services
  • Work Location
  • HR Career & Self-Care

HRMorning, part of the SuccessFuel Network, provides the latest HR and employment law news for HR professionals in the trenches of small-to-medium-sized businesses. Rather than simply regurgitating the day’s headlines, HRMorning delivers actionable insights, helping HR execs understand what HR trends mean to their business.

Privacy Policy Terms of Service
Copyright © 2021 SuccessFuel

WELCOME BACK!

Enter your username and password below to log in

Forget Your Username or Password?

Reset Password

Lost your password? Please enter your username or email address. You will receive a link to create a new password via email.

Log In

During your free trial, you can cancel at any time with a single click on your “Account” page.  It’s that easy.

Why do we need your credit card for a free trial?

We ask for your credit card to allow your subscription to continue should you decide to keep your membership beyond the free trial period.  This prevents any interruption of content access.

Your card will not be charged at any point during your 21 day free trial
and you may cancel at any time during your free trial.

preloader