Recent news has reflected that the U.S. Equal Employment Opportunity Commission (EEOC) has been successful in retaliation claims against employers. In 2019 so far, the EEOC has won over $775,000 for employees in retaliation and sexual harassment lawsuits.
What Does This Mean for You
Per federal law, an employer may not fire, demote, harass, or otherwise retaliate against an individual for filing a charge of discrimination, participating in a discrimination proceeding, or otherwise opposing discrimination.
Despite this, retaliation claims are historically the most common workplace discrimination claims. Employers should take the following steps to protect themselves from retaliation and other discrimination claims:
- Create a clear anti-retaliation policy that includes specific examples of what management can and cannot do when disciplining or terminating employees.
- Provide training to management and employees on anti-retaliation and other discrimination policies.
- Implement a user-friendly internal complaint procedure for employees.