Workers who experience sexual harassment on the job typically report the matter to their employers. After all, sexual harassment is illegal. Employees expect businesses to do the right thing and address sexual harassment appropriately and quickly.
Even companies that boast about having zero tolerance for harassment and discrimination may fail to investigate and take appropriate disciplinary action after sexual harassment occurs. Unfortunately, some workers who speak up about sexual harassment in the workplace experience retaliation. Their employers punish them for bringing the issue to management’s attention. Retaliation can take many forms, but the three types of retaliation below are among the most common.
Unfavorable transfers
Employers should not take any steps that have a negative impact on a worker in response to that worker filing a sexual harassment complaint. For example, it is typically inappropriate for management to transfer a worker to a different facility or a different shift to reduce their contact with the person harassing them. This is particularly problematic if the transfer reduces the future promotional opportunities. Employers may transfer workers after sexual harassment complaints as a way to coerce the worker to leave their position.
Reduced opportunities
Some workers have irregular schedules. They may find that they receive fewer shifts or less desirable hours after reporting sexual harassment to management. The number of sales leads a worker receives may decline, or they may find themselves frozen out of major projects. Others may find that their previously upward mobility within the company seems to stall. Management may make decisions that limit an employee’s opportunities for advancement or increased income, in order to retaliate after a report of sexual harassment.
Disciplinary issues
An employee’s supervisor or even a manager from another department may start writing them up after they file a formal complaint about sexual harassment. Suddenly, minor rule violations that were not an issue before are now leading to write-ups and other disciplinary actions. Or, workers may start receiving less favorable performance reviews, despite continuing to do their job as normal. The goal might be the justification of an upcoming demotion or termination.
There are many different ways that employers can unfairly retaliate against workers who assert their basic rights. Those who have experienced retaliation instead of supportive actions may have grounds for a sexual harassment lawsuit. Discussing workplace sexual harassment with a skilled legal team can be beneficial for those hoping to hold their employers accountable and to address the effects of workplace harassment.
