Page 80 - An Indispensible Resource for Being a Credible Activist

government or SHRM resources to prevent errors in the future. Additionally, I recom-
mend that all persons involved in any employment decision or action that could be char-
acterized as unlawfully retaliatory attend formal training on these important compliance
issues in order to prevent costly errors and noncompliance. I will follow this memo up
with a list of quality upcoming available trainings in our area or via webinar.

We share a collective responsibility to ensure (Company)’s compliance with laws govern-
ing issues related to unlawful retaliation. I know we share a commitment to prevent lia-
bility exposure for (Company) as well as personal liability exposure.
The resources below are free and available to us to use at any time. My membership in
SHRM provides free information, white papers, case-law information, and research capa-
bilities along with toolkits for how to best handle issues that could be characterized as
unlawfully retaliatory. I recommend that we use these resources in the future to ensure
legally compliant decision-making processes likely to assist us in avoiding any actual or
appearance of unlawful retaliation.

http://www.eeoc.gov/types/retaliation.htm
http://www.eeoc.gov/policy/docs/retal.htm

http://moss07.shrm.org/hrdisciplines/employeerelations/Pages/retaliation.aspx
http://www.shrm.org

http://www.jan.wvu.edu/
http://www.workplacefairness.org/resources
I know we share a strong commitment to consistent application of all (Company)’s poli-
cies regarding zero tolerance for unlawful retaliation as well as compliance with all rele-
vant city, state, and federal laws.
Additionally, I know we share an awareness of the importance of precedent in our deci-
sion-making processes and our handling of issues that could be characterized as retalia-
tory in a legally compliant and ethically sound manner.

SAMPLE MEMO CONCERNING OSHA’S PROHIBITION
AGAINST RETALIATION

On letterhead, in interoffice memo format, or via e-mail

CONFIDENTIAL
To: Your Supervisor
(Include any others on this list to whom this memo should be addressed.)
From: Your Name

CHAPTER 4 • Legal Issues for Credible Activists 63