New England Biz Law Update
A Utah jury has awarded a former human resources worker more than $5 million after finding that her former employer retaliated against her for raising workplace concerns.
The jury concluded that the company unlawfully fired the employee in retaliation for protected activity.
The plaintiff, an HR benefits generalist, had complained about her supervisor’s behavior and participated in a colleague’s harassment and discrimination complaint.
After an internal investigation dismissed the initial complaint, the behavior allegedly continued. The employee later filed a discrimination charge with the state antidiscrimination and labor division and attempted mediation, which was unsuccessful.
A few months after engaging in the statutory complaint process, she was terminated.
The jury awarded $75,000 in noneconomic damages and $5 million in punitive damages, finding that the employer’s conduct met the high standard for malice or reckless indifference.
Punitive damages in employment cases are relatively rare and typically reflect a jury’s strong view that an employer’s actions were particularly egregious.
For employers and HR professionals, the decision underscores the ongoing litigation risk associated with retaliation claims, particularly where employees engage in protected activity such as cooperating in investigations, participating in statutory complaint processes, or raising concerns about supervisory conduct.
Ensuring that complaint handling, internal investigations, and any subsequent employment actions are thoroughly documented, neutrally justified, and legally vetted remains critical to defending against retaliation claims.
