Companies always have to strike a balance between being profitable and remaining compliant with employment laws. Both employees and employers have legal rights and obligations.
When an employee asserts their legal rights, they should not be retaliated against. In a nutshell, retaliation involves any adverse action taken against a worker for raising a legitimate grievance.
It is important to identify the different types of protected employment activities and the most common examples of retaliation. Here are a few things to consider.
Examples of protected employment activities
Common examples of protected employment activities include:
- Raising grievances based on discrimination. No worker should face discrimination based on protected characteristics such as race, religion, age and disability. Workers have the right to report discrimination without facing repercussions
- Raising grievances based on the minimum wage. All employees are entitled to the minimum wage and overtime payments. They should not be disciplined for trying to assert their rights to fair pay.
- Refusing to engage in unlawful activities. Employees do not have to participate in activities that may be unlawful. They are also entitled to work in a safe environment. Reporting safety concerns or unlawful activities should not result in disciplinary procedures.
Protected activities generally involve an employee taking action to improve working conditions or ensure that they remain above board.
Forms that retaliation can take
Retaliation can take many different forms. Some of the most common types of retaliation include:
- Being fired or demoted
- Having to take a pay cut
- Having hours slashed
- Facing harassment and abuse
- Being isolated from colleagues
If you feel like you have been retaliated against for engaging in a protected employment activity, it may be time to start exploring your legal rights.