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ou’d expect a company to listen when its Chief People Officer—especially one with nearly three decades of labor and employment law experience—raises concerns about compliance. Instead, this employer—a law firm—reassigned her shortly thereafter and fired her within the week of returning from bereavement leave. A jury just awarded her $3.27 milli
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for retaliation. TL;DR: A personal injury law firm hired a Chief People Officer with deep HR and employment law experience. Within her first month, she flagged potential equal pay and wage-and-hour violations. Shortly thereafter, she was demoted and then fired. After the court denied the employer’s motion for summary