After employee files internal complaint, beware anything that might look like retaliation

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in Discrimination and Harassment,Human Resources

Here’s something to warn super­visors about after an employee has filed a discrimination or harassment complaint: Even if the initial complaint proves unfounded or too minor to be illegal, any punishment the complaining employee experiences later may amount to retaliation. It doesn’t matter whether the punishment is related to her original complaint.

Retaliation is anything negative that would dissuade a reasonable employee from complaining in the first place. It can be anything from an inconvenient shift schedule to a negative performance review to a campaign to make life miserable for the employee.

Recent case: Lori filed an internal sexual harassment complaint alleging that her supervisor had referred to his sister-in-law as a “whore” and that Lori “had been with a lot of men.” Lori concluded that the two statements added up to her super­visor calling Lori a whore, too.

HR took her complaint and spoke with the supervisor,...(register to read more)

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{ 1 comment… read it below or add one }

Paul Anthony Bernard July 4, 2013 at 4:22 pm

Employee retention in competitive times should add to the incentive for organizations to address workplace harassment and add to the moral and community reasons. There are effective tools for management to hear and handle employee feedback.

http://www.thehelppoint.net

Is an example that is easy, affordable and effective.

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