Workers who have to address issues with their employers often feel nervous about the situation. They may worry about their employers punishing them for drawing attention to safety violations, reporting a supervisor for harassment or asking for unpaid leave.
All of these choices technically have protection under state and federal statutes. Businesses should not retaliate against workers who bring attention to problems within the company or otherwise assert their employment rights.
Employees who experience retaliation may face serious consequences not only to their job but to their career after asserting their rights. That’s why it’s important to know what types of company decisions might constitute retaliation and how to deal with retaliation,
Retaliation can come in many forms
It is illegal for companies to fire employees because they have engaged in protected workplace activities. Terminations are only the tip of the retaliation iceberg. Other, less overt actions may be harder for workers to identify as retaliation.
Any transfer that is not favorable or specifically requested by the worker could technically constitute retaliation. Demotions and wage cuts are also common forms of retaliation. Refusing to consider employees for advancement opportunities or key projects can constitute retaliation.
Employer retaliation can also involve allowing a hostile work environment to develop, possibly by making what should remain private accessible to other employees. In some cases, retaliation begins as increased efforts to discipline a worker and may then culminate in a demotion or termination. Performance improvement plans, write-ups and poor performance reviews may all be retaliatory in nature.
If you believe that your employer has punished you for protected workplace activities, you can benefit from help understanding your rights and pursuing justice. Contact the team at Licata & Yeremenko, APLC to schedule an initial consultation by calling 818-783-5757 or clicking here.