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How can someone deal with workplace retaliation?

On Behalf of | Jul 25, 2020 | Uncategorized

People would commonly prefer their workplace remains free of stress and conflicts. However, things don’t always work out well, and the workplace can become a challenging environment. In North Carolina, workers may find themselves taking legal steps to combat harassment or discrimination. By law, employers cannot retaliate against employees through discrimination or harassment, and employees can seek legal remedies if retaliation occurs.

Numerous equal employment opportunity-oriented activities should not result in retaliation. Filing an official complaint or serving as a witness in a discrimination complaint isn’t the only protected activity. Seeking religious or disability accommodations, asking about possible discriminatory wage matters, and complying with an investigation are three examples of protected actions.

Being outright fired isn’t the only form retaliation takes. Retaliation could involve taking “minor” disciplinary actions or denying promotions as two examples. There are others.

Employees levying discrimination and harassment complaints must realize the complaint process does not provide them blanket protection against adverse action. An employee who files a sexual harassment complaint who embezzles money or property can be fired for their illegal activities. In this incident, the harassment complaint doesn’t factor into the termination. Employees must still meet all their required obligations to remain an employee in good standing.

Retaliation could create a challenging situation for an employee or dismissed employee. Seeking legal representation might be a helpful approach when attempting to navigate such a difficult situation. An attorney may provide a detailed explanation of state and federal law to a client so that the client understands their options.

In the aftermath of egregious workplace retaliation, an attorney could seek compensation and punitive damages in civil court. The attorney may explain potential damages during the initial meeting.