| Speaking up in the workplace about unfair | | | | admit to retaliatory practices, employees must |
| employment practices is a protected right of | | | | establish a connection between the protected |
| workers. The United States put laws in place to | | | | activity and the negative consequences endured. |
| safeguard this type of conduct because | | | | This link can be developed by evidencing a lack of |
| employers retaliate sometimes when a worker | | | | investigation into an employee's grievance, unequal |
| complains about conditions. Activities that | | | | treatment of the complaining employee, an |
| commonly invite employer retaliation include | | | | adverse action close in time to the protected |
| exercising worker rights, reporting alleged | | | | activity, a bogus explanation for the retaliation, or |
| violations of the law to proper authorities, and | | | | a pattern of hostility towards dissenting |
| participating in legal proceedings as a plaintiff or | | | | employees. |
| defendant involving the place of work. | | | | Because retaliation is generally considered an |
| Particular protections under law against retaliation | | | | action where employees get mad and get even |
| include the National Labor Relations Act (NLRA) | | | | with the complainer, time is critical to proving |
| and the Civil Rights Act of 1964. The NLRA | | | | claims. Courts have dismissed cases where |
| guards employees who complain about the | | | | plaintiffs waited too long to file retaliation claims. If |
| conditions of their job. The Civil Rights Act | | | | you feel like you are being retaliated or |
| protects workers who speak out against | | | | discriminated against at your job because of |
| discriminatory employment practices. Additionally, | | | | recent protected conduct, several steps are |
| the United States Constitution defends against | | | | recommended. First of all, making sure your |
| retaliation for exercising free speech. | | | | employer has no reason to complain of your |
| Whistleblower laws guard employees who blow | | | | workplace conduct is advisable. Second, keeping a |
| the whistle on their place of employment after all | | | | log of all vengeful actions in written form is a |
| other grievance systems have been exhausted. | | | | good idea. Furthermore, politely rebutting all |
| To file a charge of retaliation, the offense must | | | | unwarranted reprimands and maintaining your |
| "have been materially adverse to a reasonable | | | | reputation is suggested. Lastly, looking for new |
| employee or applicant" and "the challenged action | | | | employment opportunities or contacting an |
| well might have dissuaded a reasonable worker | | | | employment lawyer may be beneficial avenues of |
| from making or supporting a charge of | | | | aid and can help to extract you out of a bad |
| discrimination." Since many employers refuse to | | | | employment situation. |