Employers have a duty to ensure their employees are able to file valid complaints about illegal actions that occur at work. This includes reporting workplace violations, being able to participate in investigations and asserting the rights they have under employment laws.
One thing that employers must prevent is retaliation, which occurs when an employee is subjected to adverse employment actions in response to their engaging in a protected activity. Accusations of retaliation can have significant legal and financial impacts for businesses.
Common forms of retaliation
There are many activities that can lead to claims of retaliation. These include:
- Termination or demotion
- Pay cuts, schedule changes or job reassignments
- Increased scrutiny or disciplinary actions
- Harassment or exclusion from workplace opportunities
One important point about retaliation is that the negative employment actions must occur in response to the protected activity. It’s critical for employers to take steps to prevent retaliation from occurring. These methods may be beneficial in these cases.
- Implement written policies prohibiting retaliation and inform employees of their rights.
- Educate leadership on handling complaints professionally and lawfully.
- Encourage employees to report concerns internally and respond to those in a comprehensive and suitable manner.
- Keep records of performance evaluations, disciplinary measures and promotions to back employment decisions.
Employees who feel they were subjected to retaliation should feel empowered to speak up to their employer. The employer must take these complaints seriously because employees can opt to pursue legal action. If legal action is taken, employers should ensure they have someone on their side to help them learn their legal options for addressing these matters.