When your employer or supervisor takes adverse action against you for engaging in a protected activity, it could amount to retaliation. Protected activities range from reporting discrimination or harassment to participating in investigations or exercising other legal rights guaranteed by law.
If you are facing employer retaliation at your workplace, it’s essential to understand your rights and take appropriate steps to address the situation. Remember, the law is on your side. Workplace retaliation is illegal, and you should not take it lying down.
The steps to take
The first step lies in identifying the actual retaliation. This can be challenging as it may manifest in various forms. For instance, a sudden negative performance review, unwarranted disciplinary actions, unjustified demotions or even termination shortly after engaging in a protected activity might signal retaliation.
It’s also prudent to document retaliatory incidents meticulously. Save emails or other communication records and keep a detailed log of all adverse actions that could amount to retaliation taken against you by your employer or supervisor. Such evidence can help substantiate your claims.
Next, follow the internal reporting procedures outlined by your company in dealing with such cases. It could mean reporting the matter to the human resources department for investigations and possible resolution. Adhering to your organization’s laid-out procedures ensures that your complaint is officially documented while allowing your employer to address the issue internally.
Explore your legal options
You may need to escalate the matter further should internal avenues fail to address the issue satisfactorily. This could involve filing a discrimination claim with relevant government agencies or even going to court.
Getting a qualified assessment of your situation can help you build your case and take informed action toward a favorable resolution.
