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The Trickle Down Effect When You Ingore Your Employee Rights

People ignore intolerable behaviors from other employees, while they work.  Usually, because their concerns are justified by witnessing what happens to those who do speak up and make an issue of "inappropriate conduct in the workplace".

What trickles down, or bubbles up from this silence is a something like an unspoken permission for those with bad behavior to push the envelope, and even cross a line, to violate everyone's employee rights.

Silence is culture, that literally allows rule breakers with authority, to believe they are free to use fear and intimidation tactics.

Problem is .. silence about any problem you're having to affect your ability to do your job trickles down to a lack of effort to not be able to prove why you lost your job through no fault of your own .. for little 'ol unemployment benefits.

Do you have a question or story as to how employee rights are connected to unemployment?



Example of When Employee Rights Connected to Unemployment

We all know that it's federal labor laws that provide our minimum employee rights and that state labor laws can expand the rights of employees working in a state.  (So follow-up and check your state's labor law website too).

Here's an example to connect unemployment to someone ignored the need to exercise their rights first as a reasonable effort to preserve their employment.  

It's an Ohio unemployment decision, but all state consider what an employee can, or can't prove, relative to the burden of proof when they quit a job.  In this situation the voluntary quit was claimed to be due to unsafe working conditions and not being paid overtime wages.

Further, an individual is generally expected to pursue all other available options before deciding to quit employment. For example, in Peters v. Administrator (Jan. 18, 1994), Franklin CP No. 92 CVD-11-9221, unreported, the claimant quit employment because he was not paid overtime wages owed and because of an unsafe working condition.

The court held that claimant quit without just cause because the claimant had not complained strongly about the unpaid overtime, had not complained to OSHA about the unsafe working condition, and therefore, had not pursued other available options before deciding to quit.

Source:  Ohio Unemployment Law Abstract

Talking About Work

To discuss unemployment insurance benefits objectively, one can't avoid talking about the experience of work and what happened there that led to just one individual's separation at a time.

The fact is, it's people who choose to quit a job and fire an employee for what may of seemed like good cause at the time, but afterwards, can't prove to a standard of law they met the burden of having good cause.

These posts are related to how at-will employment works before unemployment benefits become the issue.

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