Do I have rights in this case of retaliation?
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Do I have rights in this case of retaliation?
Long story short, I told my 2 managers at work I have a job offer and they planned a meeting with me to discuss why I wanted to leave. I brought up some concerns I had about their retaliatory behavior in the past. They apologized and said they wanted to move forward and hoped I wouldn’t quit. I ended up putting in my two weeks notice. Then, 3 days later, I spoke with one of the managers and told her I appreciated her apologies and asked if I could rescind my notice. She told me
Asked on February 18, 2019 under Employment Labor Law, Colorado
Answers:
M.D., Member, California and New York Bar / FreeAdvice Contributing Attorney
Answered 5 years ago | Contributor
Actionable retaliation in the workplace has to do with an employer punishing an employee for engaging in legally protected activity. Specifically, it has to do with discrimination or harrassment. However, in your case, this does not appear to be the case. No action was taken against you based on your race, religion, age (over 40), disablity, nationality, gender or the like, ot based on any "whistleblower" activities on your part. Accordingly, your firing was legal and you have no claim, unless your treatment in some way violated the terms of a union agreemnt or employment contract.
M.D., Member, California and New York Bar / FreeAdvice Contributing Attorney
Answered 5 years ago | Contributor
Actionable retaliation in the workplace has to do with an employer punishing an employee for engaging in legally protected activity. Specifically, it has to do with discrimination or harrassment. However, in your case, this does not appear to be the case. No action was taken against you based on your race, religion, age (over 40), disablity, nationality, gender or the like, ot based on any "whistleblower" activities on your part. Accordingly, your firing was legal and you have no claim, unless your treatment in some way violated the terms of a union agreemnt or employment contract.
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