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Retaliation claims often hide in plain sight disguised as routine workplace decisions until one move triggers a much bigger problem. Would you recognize the warning signs?
Consider Maria, a restaurant employee who notices the hostess seems to seat more Hispanic customers in her section than in her coworkers’ sections. When Maria raises the concern with her manager, she receives a written warning the very next day for “not getting along” with coworkers.
Is that retaliation? The answer may surprise you.
Bickering Managers + Sexual Harassment
Complaint = 1 HR Headache
Two managers can’t stand each other. Their latest blowup may have happened in front of employees and customers, and you’re ready to discipline them both.
Then one of them walks into your office with a serious allegation: the other manager may have sexually harassed former employees and may have offered one a raise in exchange for something inappropriate.
Now what? Do you move forward with discipline, pause everything, ignore the complaint because it’s secondhand, or investigate both issues at once?
The right answer may not be the one that feels safest. Read on and learn more.
FEDERAL UPDATES
AI-Powered Sextortion: A Growing Threat Your Workforce Needs to Know About
Federal Agencies Clarify Rules for Rewards in Employer-Sponsored Wellness Programs
What does the EEOC’s increased focus on DEI mean for employers?
STATE UPDATES
California
California Aligns With Federal Law on Arbitration Agreements
Connecticut
Deadline Imminent for Connecticut’s Expanded Electronic Monitoring Law
Illinois
Illinois Curbs Ability to Require Driver’s License in Job Postings
Illinois Introduces Workplace Protections for Menopause-Related Conditions
Massachusetts
What Massachusetts’s PROTECT Act’s I-9 Notice Rule Could Mean for Employers Nationwide
New Jersey
New Jersey PEOs: Removal of Incorrect Language on Department of Labor Website Clarifies Reporting Requirements
Pennsylvania
Pennsylvania Mandates Human Trafficking Awareness Training for Certain Hospitality Workers
Washington
New Form I-9 Employee Notice Requirements for Washington Employers, Effective October 1, 2026
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This information is provided by ePlace Solutions, Inc. which is solely responsible for its content. ePlace Solutions, Inc. is not engaged in rendering legal or other professional services. Federal and state laws are more complex than presented here. This information is simplified for the sake of brevity and is not a substitute for legal advice. ePlace Solutions, Inc. disclaims any liability, loss or risk incurred as a consequence, directly or indirectly, of the use and application of any of the contents of this information.
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