Workplace retaliation lawsuits have become increasingly more common and more expensive for employers. When employees file a complaint about discrimination or harassment in the workplace, it's imperative that you, as an employer, take it very seriously and handle the complaint with special care. If the course of action you take is viewed as punishing the person for filing the complaint in any way, you may wind up facing a very expensive lawsuit.
What Qualifies as Retaliation
Retaliation is any adverse action that a company takes against an employee because he or she filed a complaint about harassment or discrimination. Adverse action can include actions such as firing the employee, giving them negative evaluations, disciplining or demoting them, reassigning them or reducing their pay.
Protection against retaliation doesn't just apply to the person who filed the complaint, it also applies to anyone who participates in the investigation that arose from the complaint. This means that employees who are interviewed regarding a complaint cannot be retaliated against because they participated in the investigation.
The Truth of the Complaint Doesn't Matter
What can be galling for many employers is that even if the original complaint of harassment or discrimination turns out to be baseless or even fabricated, the employer is still on the hook if they take any action that can be deemed retaliatory. Never take action that punishes someone for bringing a complaint because you think the claim is bogus or because you think the employee is simply lying -- it doesn't matter.
Many employers fall into the trap of unintentionally retaliating against an employee. For example, suppose an employee complains to you that a supervisor constantly makes derogatory and sexist comments. Trying to be helpful, you think that it would be a good idea to move the employee to a different office while the claim is investigated. Even though you may have had good intentions - separating the employee from the alleged harasser, - if the reassignment is seen as retaliatory, then you would be liable for workplace retaliation.
The problem in the above example is that the complaining employee, not the alleged harasser, had his or her employment affected as a result of filing a complaint. If you want to take action to remedy the situation, then the focus needs to be on the wrongdoer, not the employee complaining. The problem isn't fixed by removing the complainer; instead, the problem should be fixed by removing the cause.
Handling an Employee who has Complained
Although employers are allowed to discipline their employees, regardless of whether they've filed a complaint or not, it pays to be especially careful in how you discipline an employee who has filed a complaint. For example, suppose an employee filed a complaint about sexual harassment. When the employee receives a negative review two months later, even if the review had nothing to do with the sexual harassment complaint, the employee will often construe the review as retaliation.
Accordingly, if you are going to discipline or otherwise negatively affect the employee after he or she has filed a complaint, take special care to document your basis for disciplining the employee. Otherwise, in the absence of proof to the contrary, a court might be suspicious of the timing between the complaint and the subsequent disciplining of the employee.
Preventing claims of retaliation in the workplace is surprisingly easy and doesn't take much effort or time:
Workplace Retaliation Issues? Get Help From an Employment Lawyer
Claims of workplace retaliation can be complicated and expensive. Having a proper procedure in place now can save your business thousands of dollars -- or worse -- down the road. The best way you as an employer and business owner can address this issue is to speak with an attorney who can offer guidance before problems arise. Start today and find an employment law attorney near you.