Workplace misconduct can come in many different forms. Some people experience sexual harassment from coworkers. Others become aware that a supervisor may have violated the law. Concerns about non-compliance with safety statutes could also prompt workers to report their concerns to human resources or management.
Those highlighting workplace misconduct should be able to address their concerns without risk of punishment. Reporting illegal behavior, harassment or safety concerns are protected workplace activities. Unfortunately, some employers may retaliate against workers who draw attention to issues in the workplace.
What does retaliation look like?
Summary termination is the best-known form of employer retaliation. Some companies fire workers shortly after they report issues within the company. Retaliation does not need to be that severe or overt to be illegal.
Employers might also demote a worker to a less favorable position or reduce their wages. They might transfer a professional to a different facility or shift when they did not request the move. Retaliation can even manifest as a career stalling out, with a worker suddenly finding themselves unable to pursue new projects or secure additional promotions.
Any time employers punish workers by making negative employment decisions because they engaged in protected workplace activities, the situation may constitute unlawful employer retaliation. Workers dealing with retaliation in the workplace may have grounds to take legal action against their employers. Retaliation is unlawful and is one of the leading causes of employment litigation in the United States.
Professionals frustrated by an employer’s punitive conduct may need to review their situation with an employment law attorney. Additionally, documenting reports made to management and how a company responds can help to protect workers who worry about experiencing unlawful retaliation.
