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>each party will try to protect its image. Horvath isn't so much protecting her image as she is heaping dirt upon it. She's allegedly harassed in the workplace

>each party will try to protect its image. Horvath isn't so much protecting her image as she is heaping dirt upon it. She's allegedly harassed in the workplace, and the first place she goes to is Twitter? Nowhere in the flowchart of "how to deal with workplace issues" will you find a square that says "whine on Twitter." "Blog about it" is also conspicuously absent.

dalke 13y ago
Flowcharts are only guides, not requirements. The law is very clear. Complaints about harassment are not constrained to only a specific set of actions. Quoting from http://www.eeoc.gov/policy/docs/retal.html http://www.eeoc.gov/policy/docs/retal.html : A complaint or protest about alleged employment discrimination to a manager, union official, co-worker, company EEO official, attorney, newspaper reporter, Congressperson, or anyone else constitutes opposition. ... A complaint about an employment practice constitutes protected opposition only if the individual explicitly or implicitly communicates a belief that the practice constitutes unlawful employment discrimination\13. Because individuals often may not know the specific requirements of the anti-discrimination laws enforced by the EEOC, they may make broad or ambiguous complaints of unfair treatment. Such a protest is protected opposition if the complaint would reasonably have been interpreted as opposition to employment discrimination. "Whine on Twitter" and "Blog about it" are examples of "a complaint or protest .. [to] anyone else", and so constitutes opposition. If "harassment" here was meant to imply discriminatory treatment on the basis of sex - which seems to be the general consensus of this thread - then it would easily fall under "broad or ambiguous complaints of unfair treatment." You can make up whatever ideas you want on what someone should or shouldn't do, but if you read the actual court cases you'll find that your views would protect workplaces with illegal discriminatory practices, including workplaces which actively support sexual harassment.

dalke 13y ago

Flowcharts are only guides, not requirements. The law is very clear. Complaints about harassment are not constrained to only a specific set of actions. Quoting from http://www.eeoc.gov/policy/docs/retal.html http://www.eeoc.gov/policy/docs/retal.html : A complaint or protest about alleged employment discrimination to a manager, union official, co-worker, company EEO official, attorney, newspaper reporter, Congressperson, or anyone else constitutes opposition. ... A complaint about an employment practice constitutes protected opposition only if the individual explicitly or implicitly communicates a belief that the practice constitutes unlawful employment discrimination\13. Because individuals often may not know the specific requirements of the anti-discrimination laws enforced by the EEOC, they may make broad or ambiguous complaints of unfair treatment. Such a protest is protected opposition if the complaint would reasonably have been interpreted as opposition to employment discrimination. "Whine on Twitter" and "Blog about it" are examples of "a complaint or protest .. [to] anyone else", and so constitutes opposition. If "harassment" here was meant to imply discriminatory treatment on the basis of sex - which seems to be the general consensus of this thread - then it would easily fall under "broad or ambiguous complaints of unfair treatment." You can make up whatever ideas you want on what someone should or shouldn't do, but if you read the actual court cases you'll find that your views would protect workplaces with illegal discriminatory practices, including workplaces which actively support sexual harassment.