No retaliation if decision maker was unaware of protected activity

The U.S. 4th Circuit Court of Appeals (whose rulings apply to all North Carolina employers) recently held that an HR director's retaliation claim against her former employer failed because there was no evidence that the person who terminated her was aware she had engaged in protected activities. While the 4th Circuit's decision worked in favor of the employer in this case, you should take the opportunity to review your organization's internal complaint systems to ensure that decision makers have complete information before terminating employees. Read More...