Assertion: retaliation's employer | /r/HasProperty | aware
Facets:
value: further
type: DEGREE
Source sentences:
text: An employer should be aware of and avoid unintentional retaliation.
text: Michael Schmidt, an attorney with Cozen O’Connor in New York City, said that most employers are aware that they risk facing a retaliation claim when they terminate someone.
text: These factors include whether an employer’s action was made in an efforts to punish an employee for engaging in a “protected activity” and whether the employer was aware that the employee was engaging in a “protected activity.
text: Although most employers are aware they shouldn’t fire employees for reasons such as these, retaliation may also take forms such as denial of promotions or benefits, reassignment to a different position, suspension, or reduction in pay or hours.
text: Further, employers should be aware that where the complaining consisted of filing a charge, comp-claims benefit or OSHA complaint, it is not necessary that an employee hold a reasonable or good-faith belief that the employer did anything wrong.
text: the employer directed the employee to perform an illegal act as part of the employee's work-related duties or prohibited the employee from performing a public duty or exercising an important job-related right or privilege; the action directed by the employer would violate a specific statute relating to the public health, safety, or welfare, or would undermine a clearly expressed public policy relating to the employee's basic responsibility as a citizen or the employee's right or privilege as a worker; the employee was terminated as a result of refusing to perform the act directed by the employer or for exercising the privilege to which the employee was entitled; and the employer was aware or reasonably should have been aware that the employee's refusal to comply with the order or directive was based on the employee's reasonable belief that the action ordered was illegal, contrary to clearly expressed statutory policy relating to the employee's duty as a citizen, or violative of the employee's legal right or privilege as a worker.
text: the employer directed the employee to perform an illegal act as part of the employee's work-related duties or prohibited the employee from performing a public duty or exercising an important job-related right or privilege; the action directed by the employer would violate a specific statute relating to the public health, safety, or welfare, or would undermine a clearly expressed public policy relating to the employee's basic responsibility as a citizen or the employee's right or privilege as a worker; the employee was terminated as a result of refusing to perform the act directed by the employer or for exercising the privilege to which the employee was entitled; and the employer was aware or reasonably should have been aware that the employee's refusal to comply with the order or directive was based on the employee's reasonable belief that the action ordered was illegal, contrary to clearly expressed statutory policy relating to the employee's duty as a citizen, or violative of the employee's legal right or privilege as a worker.