Assertion: retaliation's employer | /r/CapableOf | terminate worker
Facets:
value: for engaging in conduct
type: CAUSE
value: for improper behavior
type: CAUSE
value: for poor performance
type: CAUSE
Source sentences:
text: Employers are free to discipline or terminate workers if motivated by non-retaliatory and non-discriminatory reasons that would otherwise result in such consequences.
text: If the employer terminates an employee immediately after allegations of discrimination have been filed, it may be juried that protected conduct itself was the rationale given by the employer for the employee’s termination.
text: Once an employee complains about discrimination to HR, if the employer terminates the employee, the employer can be held liable for retaliating against the employee for complaining about discrimination.
text: Of course, employers manage an employee's performance and may terminate employment if necessary for non-discriminatory reasons.
text: For example, an employer that terminates every employee who receives “Rarely Meets” on their performance review can better defend against an accusation that a termination was retaliation for some protected activity.
text: An employer is free to take disciplinary action or terminate their employee if they are motivated by non-retaliatory and non-discriminatory reasons but basing these actions off of shady or personal motivations can be considered to be retaliation.
text: Employers are free to discipline or terminate workers if motivated by non-retaliatory and non-discriminatory reasons that would otherwise result in such consequences.
text: Employers are free to discipline or terminate workers if motivated by non-retaliatory and non-discriminatory reasons that would otherwise result in such consequences.
text: Employers are free to discipline or terminate workers if motivated by non-retaliatory and non-discriminatory reasons that would otherwise result in such consequences.
text: Employers are free to discipline or terminate workers if motivated by non-retaliatory and non-discriminatory reasons that would otherwise result in such consequences.
text: If an employer terminates an employee right after she makes such a report to human resources, she could view it as a penalty or retaliation.
text: Even though the anti-retaliation laws are very broad, employers remain free to discipline or terminate employees for poor performance or improper behavior, even if the employee made an EEO complaint.
text: If an employer terminates employees for engaging in conduct unprotected by law, the employees will not have a valid claim for retaliation.
text: Once an employee complains about discrimination to HR, if the employer terminates the employee, the employer can be held liable for retaliating against the employee for complaining about discrimination.