A California employer covered by FEHA, generally one with five or more employees, needs a written policy that addresses retaliation as its own subject. A single line tucked into the harassment section is not enough. The policy should name the protected activities employees can engage in, offer more than one way to report, and explain what happens after a complaint. A retaliation defense...
A former employee leaves on bad terms. Months later, a hiring manager calls to ask what they were like to work with. What your team says on that call can become a lawsuit, because retaliation protection does not end when the final paycheck clears.
Yes, a Santa Cruz employer can be sued for retaliation over a reference given after employment ends. If the former employee engaged in...
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