Did you know that the law protects you from retaliation by your employer for engaging in certain protected activities? It means your employer is not supposed to take any adverse actions against you for engaging in these activities. They include:
- Reporting illegal activity, such as violations of state or federal laws, regulations or public policies, like reporting discrimination or harassment.
- Participating in investigations, hearings or legal proceedings related to alleged illegal activities.
- Exercising your labor rights by joining or assisting a labor union, participating in collective bargaining or engaging in other activities protected by the law.
- Requesting reasonable accommodation for disabilities or religious beliefs.
- Taking protected leave under the Family and Medical Leave Act (FMLA).
These are just a few examples of the many protected activities you can engage in without fear of retaliation. As an employee, it is essential to understand your legal rights and options when facing retaliation from your employer.
What can you do about it?
When unlawful retaliation occurs, it can take many forms, ranging from subtle actions to open hostility. You may face termination, unwarranted discipline, unfair treatment, demotion or a hostile work environment. To prove retaliation, you must show that you faced such adverse action from your employer after engaging in a protected activity.
The first thing you need to do is document everything. Keep a detailed record of the retaliatory acts by your employer and have a detailed description that includes dates, times, witnesses and any relevant communication. Next, file a complaint according to your organization’s internal policies. It may involve the human resources department or other designated authority. They should investigate and take the necessary action.
If the resolution is unsatisfactory, it’s likely wise to seek legal guidance and understand your options for fairly resolving the matter.