Retaliation in the federal sector

| Sep 2, 2015 | Wrongful Termination |

In California and other states, discrimination in the workplace can take many forms. An act that seems like discrimination is sometimes only the start of a problem in the federal sector as the Equal Employment Opportunity Commission reported that the most common issue reported by employees is retaliation, and retaliation is also the most frequent finding when cases take place.

When someone files a discrimination complaint or takes a stand against discrimination, a superior cannot harass, demote or fire this individual for it. If one takes steps against a worker because of a discrimination allegation, this is retaliation and is unlawful. The need to react to a perceived offense can make a manager act inappropriately, and in many situations, a claim might not actually show a violation of the law until retaliation occurs.

Managers may have difficulty remaining unbiased after an equal employment opportunity allegation occurs, but it is important to avoid retaliation or the perception of it. To prevent retaliation, managers should not discuss an allegation publicly and should let the EEO process occur naturally. Cooperating with those investigating an EEO claim while making sure not to isolate or unfairly deny the employee lodging a complaint can also reduce the likelihood of a retaliation complaint. Preventative measures can also help before an event occurs, so training managers about human relations conflicts can prepare them if an EEO issue arises.

Equal employment opportunities allow workers to succeed based on their performances instead of other factors, and a willingness to report possible wrongdoing should not hinder an employee from advancing in the workplace. One who reports age, race or disability discrimination might be able to take action when retaliation happens. One could receive protection under the law if treated unfairly because of an EEO allegation.

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