Jury Finds Retaliation in Firing for Former SORB Head
Jury finds retaliation in firing. NEWBURYPORT — A Newburyport Superior Court jury found late Wednesday that the ouster of former Sex Offender Registry Board Chair Saundra Edwards was in retaliation for actions she took after a hearing officer deemed that the then-governor’s brother-in-law — convicted of spousal rape — was not required to register with the agency. Click Here
Workplace return-to-office orders can feel confusing. The key is why remote work started at all. The answer changes depending on your situation.
1. Employer authority over workplace location
Employers can set terms of the job. In most cases, this includes where you work. If your contract or company policy specifies office work, your employer can ask you to return. The rules apply to both public and private workplaces.
However, exceptions can change the outcome, especially when the law requires protection.
2. When office return orders are valid
For example, if COVID restrictions led to remote work, most courts now confirm employers can request office return. The flexibility many workers received during lockdown no longer applies as a legal mandate.
Similarly, jobs that rely on teamwork, hardware access, or in-person operations also justify office presence.
3. When you can legally request remote work
On the other hand, if you worked remotely because of a medical condition, disability, or caregiving needs, the law may protect you. Known workplace protections like the Americans with Disabilities Act require employers to accommodate disability needs unless they struggle to manage it.
Also, state protections such as the Massachusetts Independent Contractor Law encourage fair treatment when employers wrongly classify roles or workplace expectations.
Additionally, employees who need adjustments can start an interactive conversation with their workplace. In this meeting, they can describe challenges, propose solutions, and support requests with documentation.
Importantly, employers must actively cooperate in this process, not ignore it, and work to find a reasonable outcome.
4. Religious accommodations may also apply
Or maybe your beliefs restrict office presence. In that case, just like disability rules, federal and state laws allow employees to request religious adjustments. Employers must consider these views unless they prove a major barrier.
Still, the law protects your belief, not your personal comfort, so you must support it clearly.
5. Protection from retaliation after reporting concerns
Most importantly, if you raise concerns about discrimination, harassment, or unsafe environments, your workplace cannot punish you. Reports that involve these claims gain extra protection under federal and state rules.
So, if your employer tries to discipline you after you report these issues, the law may treat that as retaliation. Courts often step in to enforce fairness when employers misuse power.
6. Why legal advice matters before you take action
Before you decide, remember this—every case carries different details. Even though employers control policies, the law controls fairness. Therefore, you should always understand the consequences before responding.
For accurate guidance, trusted firms like the Boston-based law organization can help workers fight workplace pressure. The experienced firm, Gordon Law Group LLP, leads workplace advocacy with employee-focused litigation and legal defense.
Whether you face office pressure, wage withholding, retaliation, or accommodation denial, their attorneys act fast and fight aggressively in court when needed.
7. If you need help, reach out today
If you believe your employer ignored your rights, denied accommodations, or punished you for speaking up, start by consulting a professional. Take action early. Raise your voice confidently. Do not navigate this alone.
Call Gordon Law Group LLP today at (617) 536-1800 for legal support.)
