I see. Thank you for clarifying the situation, Karen.
Unfortunately, this is not the type of retaliation that is typically prohibited by state law, but since you have tried to resolve the situation internally without success, I would suggest retaining a local employment law
attorney for the limited purpose of communicating a demand to the employee who is engaging in the defamatory conduct against you and cutting your hours.
You could normally pursue a cause of action against them for defamation if you can prove their statements are false and you have obviously suffered damages by way of your hours being cut as a result of the defamatory conduct.
Often such situations can be resolved without having to resort to filing a lawsuit if the perpetrator wishes to avoid litigation and the possibility of a judgment being entered against them.
This would usually be the best option under these circumstances since other avenues have not stopped the employee's conduct.
Here is a link to the state bar association's website so you can obtain attorney referrals if you need them:
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