Yesterday, I wrote about a man who claimed that his employer retaliated against him by forcing him to resign after he objected to attending workplace training on anti-racism and gender identity.
It was a good story. We employment lawyers have plenty of them. But, perhaps, it wasn’t great.
But what if I told you that the man’s son also worked for the same employer, objected to attending the same training modules, and eventually sued the same employer for race and religious discrimination? Continue reading