Understanding Employer Retaliation

Often times, employees are hesitant when it comes to calling out their employer for wrongdoings that they may have been a victim of or witnessed. In these cases, these employees are typically concerned with one thing, and one thing only…retaliation.

Whether an employee is working under illegal working conditions, has witnessed the employer engaging in illegal conduct, or has been subject to some form of harassment, it is critical that the employee informs the appropriate person in charge in order to take care of the issue immediately. However, employees are often afraid of the consequences of reporting their employer, preventing them form taking any action.

Luckily, there are anti-retaliation laws in place to protect employees from being retaliated upon. These laws ensure that an employer does not take any adverse action against the employee, making them and their complaint protected under these laws.

Many employees do not understand what qualifies as an adverse action. These actions often include, but are not limited to demotion, suspension, or termination. Here are certain questions to ask yourself in order to understand if you may have been a victim of retaliation:

  • Did you employer express anger, intimidate, or threaten you?
  • Was your employment terminated after you filed your complaint?
  • Were you suspended or demoted after confronting your employer about your complaint?
  • Were you subject to a negative place of employment after your complaint?
  • Were you refused a pay increase, refused a promotion, or experience a deduction in wages after confronting your employer?

Retaliation is not acceptable in any workplace, under any circumstance. In the event that you have been a victim of employer retaliation, it is best to consult with an employment attorney as soon as possible.

For more information or any questions on employer retaliation, contact Maduff & Maduff today.