Employment Lawyers Can Answer Your Employment Law Questions
Hello I am a licensed attorney here to help you with your question, please review my response and do not hesitate to ask for clarification
This is an unfortunate situation, however under the law
an employer can make any rules in regards XXXXX XXXXX conditions, and even restrict employees complaints if they want, unless the complaints are about an employee discrimination.
Under the law, only harassment and hostile work conditions are protected if they relate to an employees race, gender, age, or disability,
if the reason he is being abused is not due to the above, there is little he can do,
In terms of legal action, it is possible to sue the employer for a constructive discharge,
that is when an employee is forced to quit due to the work conditions at work,
DISCLAIMER: Answers from Experts on JustAnswer are not substitutes for the advice of an attorney. JustAnswer is a public forum and questions and responses are not private or confidential or protected by the attorney-client privilege. The Expert above is not your attorney, and the response above is not legal advice. You should not read this response to propose specific action or address specific circumstances, but only to give you a sense of general principles of law that might affect the situation you describe. Application of these general principles to particular circumstances must be done by a lawyer who has spoken with you in confidence, learned all relevant information, and explored various options. Before acting on these general principles, you should hire a lawyer licensed to practice law in the jurisdiction to which your question pertains.
The responses above are from individual Experts, not JustAnswer. The site and services are provided “as is”. To view the verified credential of an Expert, click on the “Verified” symbol in the Expert’s profile. This site is not for emergency questions which should be directed immediately by telephone or in-person to qualified professionals. Please carefully read the Terms of Service (last updated February 8, 2012).