Comments on: Q&A: Retaliation by Jerk Boss is Illegal http://www.calemployeerightsblog.com/2007/01/05/retaliation-by-jerk-boss-is-illegal/ Fri, 04 Jul 2008 13:30:22 +0000 http://wordpress.org/?v=2.5.1 By: jason http://www.calemployeerightsblog.com/2007/01/05/retaliation-by-jerk-boss-is-illegal/#comment-21538 jason Wed, 12 Mar 2008 07:14:03 +0000 http://www.calemployeerightsblog.com/2007/01/05/retaliation-by-jerk-boss/#comment-21538 I think that good communication can handle most of these situations. Of course, there is always a time when legal action is the right thing, but good communication can probably handle 80% of these problems before they get to that point. -- Jason I think that good communication can handle most of these situations. Of course, there is always a time when legal action is the right thing, but good communication can probably handle 80% of these problems before they get to that point.

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Jason

]]> By: Solicitor Conveyancing http://www.calemployeerightsblog.com/2007/01/05/retaliation-by-jerk-boss-is-illegal/#comment-21337 Solicitor Conveyancing Sun, 09 Mar 2008 10:33:15 +0000 http://www.calemployeerightsblog.com/2007/01/05/retaliation-by-jerk-boss/#comment-21337 Presumably she would have been given a raise had she complemented the boss. How disgraceful and I presume illegal in all wetern democracy's ...if only it could be proven as the substantiative reason for the dismissal. The proof is the hard part. Presumably she would have been given a raise had she complemented the boss.

How disgraceful and I presume illegal in all wetern democracy’s …if only it could be proven as the substantiative reason for the dismissal. The proof is the hard part.

]]> By: Richard Spix http://www.calemployeerightsblog.com/2007/01/05/retaliation-by-jerk-boss-is-illegal/#comment-34 Richard Spix Fri, 02 Feb 2007 20:42:30 +0000 http://www.calemployeerightsblog.com/2007/01/05/retaliation-by-jerk-boss/#comment-34 Assuming the act of complaining is protected activity, the employer may try to show that other reasons also contributed to the termination. California Law helps in "mixed" motive cases also. See e.g. CACI 2620 which states in part: that the "retailiatory conduct [need only be] was a substantial factor. . ." Assuming the act of complaining is protected activity, the employer may try to show that other reasons also contributed to the termination. California Law helps in “mixed” motive cases also. See e.g. CACI 2620 which states in part: that the “retailiatory conduct [need only be] was a substantial factor. . .”

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