Super Lawyer Jonathan Pollard: Why you MUST report discrimination to HR
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- Опубліковано 1 жов 2024
- Lots of folks facing discrimination at work are afraid of reporting it to HR or corporate --- because they're afraid of being retaliated against.
The harsh reality: Companies retaliate all the time. In fact, the typical corporate response to allegations of discrimination or sexual harassment IS to retaliate. That's messed up, but that's the truth.
So, yes, you probably will get retaliated against. BUT: If you don't report the discrimination or harassment, the company WILL DENY that it had any knowledge about the problem.
You have to box the company in and make it impossible for them to deny knowledge of the illegal discrimination or harassment. That means you MUST report to HR -- and preferably (a) to the outright head of HR and (b) to other people who are in the outright corporate leadership (President, CEO, COO, etc).
If you do that and the company fires you or takes a negative action against you (i.e. cuts your hours, reassigns you to a less favorable job, changes your schedule to something less favorable), that is AN ENTIRELY SEPARATE CLAIM called retaliation.
Keep the faith. Keep fighting.
JP
Pollard PLLC
954-332-2380
What if the Director of HR is the one discriminating against you?
They need to criminalize this conduct by hr in companies. Its rampant with all their cover ups and retaliation.
Excellent video very informative
Your knowledge is on point!!!
Thank you. I need this coaching and direction.
Thank you.
Are you practicing law or just making videos ……. As your office don’t answer any calls
Our office gets hundreds of calls each week. So some of them roll to an answering service if people are on another line or after hours.
If people don’t like that or want to complain about it, they can call another lawyer.
I have a paper trail a mile long all the way up to the CFO. Working on a demand letter now. Wish me luck!
Good luck, friend.
I sent a demand letter in Feb and settled. I wish my attorney had not convinced me to hold off on EEOC Charge of Discrimination. He was not an employment attorney.
However, luckily Colorado has extended statute of limitation on EEOC charges, so I'm going to investigate filing it now.
As well, the NDA I signed was not enforceable, per POWR Act in Colorado. General Counsel of my former employer tried to give me shit about my unemployment filings, claiming they were disparaging and violating the NDA.
I'm asking my current attorney if we can sue them for POWR Act violations, and filed CCRD complaint.
Bro, why are your teeth disappearing?
You ok bro?
😂😂😂😂
"MF the big 3, it's just JP...BUMS. Yea...he really like that"
Thank you for the information. After the investigation, is HR supposed to give the employee who complained a fact finding summary? What to do if the employee does not hear anything from HR for months after the investigation
NJEA pushed me towards applying for disabilty retirement rather than compel my employer to adhere to Union contract, District Policy, and NJ Labor & Anti-discrimination Laws.
So frustrating!!!
Can you get punitive damages in the 11th Circuit for FLSA, and if so-is there a cap?
No. Not on an FLSA claim or an FLSA retaliation claim. Not in the 11th.