Employers are prohibited from retaliating against workers in certain situations and both employers and employees should be familiar with what those situations are. Most workers rely on their jobs to care and provide for themselves and their families which is why it is important that they are protected and they are familiar with those protections.
Protections against workplace retaliation
Workplace retaliation includes any adverse action taken by the employer against the employee because of a complaint that the employee filed against the employer. The complaint could be related to harassment; labor violations such as unequal pay; workplace safety violations; and whistleblowing. In addition, the complaint could be related to discrimination based on the worker’s age, if 40 years or older; gender; marital status; pregnancy, childbirth or related conditions; disability or medical condition; national origin; race or ethnicity; sexual orientation; religion; or political activities.
Actions that can constitute workplace retaliation
Adverse actions employers may take that may be considered workplace retaliation can include firing, negative evaluations, discipline or demotions, reassignment, reduction in pay, refusal to promote or reducing the worker’s hours. Not only is the worker who filed the complaint protected but anyone who participated in the investigation is also protected from being retaliated against by the employer.
Employment law is an important area of the law that protects workers from harassment and discrimination in the workplace, as well as being retaliated against if they complain about being victims these illegal behaviors and activities in the workplace. Victims of workplace retaliation need to be familiar with their rights and what can qualify as workplace retaliation.