When leadership appears defensive rather than receptive, it invites both public backlash and legal scrutiny. 10 LAWYER MONTHLY DECEMBER 2025 Collier’s Press Conference and the Legal Parallels When Collier used her platform to criticize WNBA leadership, she exercised the same type of “protected voice” that NYLL 740 seeks to safeguard in workplaces across New York. She identified what she viewed as systemic failures: officiating inconsistencies, disregard for player safety, and leadership dismissiveness. Her statement was not reckless; it was deliberate and grounded in advocacy for accountability and reform. In the private sector, that act of speaking up could trigger NYLL 740’s protection against retaliation. If an employer were to bench, fine, or isolate an employee for raising similar concerns, a court could view that as retaliatory conduct. The WNBA episode underscores how easily leadership missteps, minimizing or mocking valid complaints, can escalate into public crises and potential legal exposure. Leadership, Accountability, and the Cost of Dismissal From a legal standpoint, retaliation claims often hinge less on the complaint itself and more on how leadership responds to it. Employers who dismiss, ridicule, or retaliate against employees for raising issues risk not only liability under NYLL 740 but also long-term reputational harm. The WNBA’s reaction to Collier’s criticism has already become a case study in public perception management. Commissioner Engelbert’s attempt to dispute Collier’s account, rather than address the substance of the concerns, fueled a narrative that player voices were being ignored. The fallout serves as a cautionary tale for all employers: when leadership appears defensive rather than receptive, it invites both public backlash and legal scrutiny. In the context of NYLL 740, employers in New York are required to post whistleblower rights conspicuously, train managers on non-retaliation, and maintain internal mechanisms for safe reporting. But compliance alone is not enough. The best defense to a whistleblower claim is a culture of trust, one where concerns are acknowledged, investigated, and resolved without hostility. Lessons for Employers and Employment Lawyers The parallels between Collier’s advocacy and workplace whistleblowing are striking. Her public platform magnified the same tension lawyers see every day between corporate image and employee integrity. For employment lawyers counseling businesses, the message is clear: build systems that make internal reporting meaningful. Encourage leadership to listen before reacting. Document legitimate reasons for discipline to avoid the appearance of retaliation. And remember that even threats of adverse action, under the amended NYLL 740 statute, can trigger liability.
RkJQdWJsaXNoZXIy Mjk3Mzkz