Google Walkout Leaders Now Claim Retaliation

by Evil HR Lady on April 24, 2019

Last November, thousands of Google Employees participated in a walkout to protest everything from forced arbitration to transparency in sexual harassment investigations. Google listened and granted much of what the protesters asked for. So why are the organizers, upset and in the news again? Retaliation.

Illegal retaliation happens when you punish an employee (either overtly or covertly) after they make a protected claim. Protected is the important thing. You can certainly retaliate against someone for behaving poorly, or protesting something not protected under the law. (For an interesting example, see my Inc. Colleague, Alison Green’s example of interns being fired for protesting the dress code.) But, if you’re complaining about working conditions, reporting sexual harassment, or any other legally protected complaints, you should be protected from retaliation.

To keep reading, click here: Google Walkout Leaders Now Claim Retaliation

{ 5 comments… read them below or add one }

Anonymous April 24, 2019 at 7:35 pm

I agree with Google here. Don’t see any retaliation, but I do see sour grapes on the part of the employees who I’m guessing are never satisfied. Get over it and move on

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Anonymous April 24, 2019 at 7:37 pm

I agree with Google here. Don’t see any retaliation, but I do see sour grapes on the part of the employees who I’m guessing are never satisfied. Get over it and move on.

Reply

Millennial Perspective April 24, 2019 at 9:06 pm

Really? You think the two leaders of the movement just happened to get demoted and/or have their pet projects cancelled?

Highly suspect.

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Millennial Perspective April 24, 2019 at 9:06 pm

Really? You think the two leaders of the movement just happened to get demoted and/or have their pet projects cancelled?

Highly suspect.

Reply

grannybunny April 25, 2019 at 2:57 pm

It’s human nature for managers to have negative feelings toward an employee they feel has falsely accused them of intentional discrimination. However, the underlying discrimination claim does not have to be valid for any subsequent adverse managerial action to be — rightly or wrongly — found to be retaliatory. Following any protected employee activity, management needs to tread carefully and softly.

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