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Can An Employer Lawfully Order Employees Not to Discuss An Ongoing Harassment or Discrimination Investigation?

The EEOC's Buffalo office recently advised an employer that its policy of informing employees that they may not discuss an ongoing harassment or discrimination investigation is itself unlawful. See an earlier news posting: EEOC Warns Employer About Silencing Employees During Harassment or Discrimination Investigation.

But don't go to far: time, manner and circumstances are very, very important in these types of things. 

Robert L. Abell
by Robert L. Abell [email protected]
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Library

  • Posted on 05/09/2022 $1.75 Million Retaliation Trial, Verdict and Judgment against University of Kentucky
  • Posted on 01/18/2022 Joe Bilby Franklin Circuit Judge Candidate Deposition
  • Posted on 06/03/2021 Complaint for Reverse Race Discrimination in Franklin Circuit Court - Bastin v Kentucky State University
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Results

  • A Fayette Circuit Jury Awarded $1.75 Million in a Retaliation Case Against the University of Kentucky $1.75 Million
  • Ex-Coal Company CEO Wins $525,000+ For Breach of Contract $525,536
  • Hostile Work Environment -- $65,000 Settlement $65,000
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  • Posted on 05/05/2022$1.75 Million Verdict on Retaliation Claim Against University of Kentucky
  • Posted on 06/03/2021Human Resources Employees Investigating and Acting to Cure Discrimination Among Employees in the Workplace Are Protected from Retaliation
  • Posted on 03/25/2021Kentucky Supreme Court Slams the University of Kentucky For Its Repeated Lawlessness in Responding to Open Records Requests: "statutory obligations that were ignored or minimized by the University at every step in this case."
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