In some cases, it feels like on-the-job harassment is contagious. One employee comes forward and says that they experienced sexual harassment, and suddenly there are two or three other employees who are saying the same thing. This is also something that happened to them.
From the outside, though, people will sometimes wonder why these employees failed to report the harassment initially. Why didn’t they come forward on their own? The events in question may have taken place months or even years before. Why was there such a delay?
They’re worried about retaliation
Often, the issue is that the employee is concerned that they’re going to face retaliation if they speak up for their rights. They may also be worried that no one’s going to take them seriously or believe them. Retaliation could include things like:
- Having their wages or hours cut
- Being terminated from their job
- Being transferred to a less favorable position
- Being blackballed in the industry
- Being branded as someone who is “difficult to work with”
Even if the employee isn’t directly fired, they may be worried about more subtle types of retaliation that hinder their career. Maybe they were previously moving up the corporate ladder, but they stopped getting promotions and raises after they reported sexual harassment. Is it true that they’re not qualified for those promotions, or is their boss intentionally passing them over because of their report?
These types of issues can delay the reporting of harassment on the job, but it’s important not to mistake that delay for something that undercuts the validity of those claims. Workers sometimes only report harassment after another person comes forward because it emboldens them to take this step on their own. It’s crucial that anyone who does so understands exactly what legal options—and protections against retaliation—they have. Our experienced team at Licata & Yeremenko, APLC are here to help, contact us today.