Avoid them by not breaking the law and do not violate employees rights. Stop looking at employees as prices of trash when they report misconduct in the workplace. There are a lot of bad supervisors out there even in otherwise good companies.
As far as deleting emails or destroying other documents and evidence it is against the law to destroy or tamper with evidence if the employer knows or should know that the material will be evidence in a claim or case.
If it is safety related I can also fall under OSHA 11(c) whistleblower protections. You only have 30days to file your 11(c) complaint so act on it fast.
![АЛАУДИНОВ у Скабеевой: эти их ВСУ нас НЕ ДОГОНЯТ 😁 [Пародия]](http://i.ytimg.com/vi/an0anqU4WGQ/mqdefault.jpg)
Great information! :-)
Avoid them by not breaking the law and do not violate employees rights.
Stop looking at employees as prices of trash when they report misconduct in the workplace.
There are a lot of bad supervisors out there even in otherwise good companies.
If an employer received a charge they are not following the law
That's not necessarily true.
As far as deleting emails or destroying other documents and evidence it is against the law to destroy or tamper with evidence if the employer knows or should know that the material will be evidence in a claim or case.
A retaliation case isn’t necessarily discrimination. Does EEOC handle Retaliation case exclusively?
The EEOC addresses both retaliation and discrimination.
If it is safety related I can also fall under OSHA 11(c) whistleblower protections. You only have 30days to file your 11(c) complaint so act on it fast.
Send me a copy
You can get the resource here
www.karlywannos.com/Eeoc