Retaliation for reporting illegal employment practices.

I worked as the Director of Human Resources for a pain management clinic and was terminated after reporting several illegal business practices. For instance, we have over 20 contractors overseas who are treated as employees and should be classified as such. Examples include:
• Providing continuing education training (e.g., annual HIPAA training) paid for by the company.
• Including all contractors in our performance management system, where we conduct annual reviews and grant raises.

Additionally, we had a Nurse Practitioner who was previously a W-2 employee. After resigning and returning, the CEO classified her as a 1099 contractor. I advised that these practices were illegal, but the CEO disagreed.

We also provide direction, supervision, scheduling, and disciplinary actions to contractors—further evidence that they are misclassified.

I was told it was because I shared confidential information when a manager asked if an employee from another department could transfer to her team. I informed the manager that the employee was currently on formal disciplinary action and, per policy, employees must be in good standing, and the CEO advised I should have not shared that.

Additionally, I was the only minority in a leadership position and member of the executive team. I did not receive the same benefits as others on the executive team, e.g., cost of benefits - executives cost 70/30 and non executives are 50/50. I paid at the non executive level for all employee benefits.