It refers to the adverse action taken by the employer against the staff who filed a legal case against the company regarding issues like immoral practices, discrimination and workforce harassment. It also includes the action by the employee on activities like allotting harder work, unfair treatment and being fired. According to the Equal Employee Opportunity Commission, the term retaliation refers to the negative action taken by the employer against the employee who worked for something good like reporting bad behaviour in the company.
Examples of Workplace Retaliation
Here are some of the major examples of the reasons which can be considered under Retaliation:
- Salary deduction
- Biases in performance appraisals
- Forced relocations
- Termination without reason
- Changes in Job Responsibilities
Signs of Retaliation at workplace
Exclusion from growth opportunities: Employees often experience unfair treatment in meetings, social activities and professional gatherings. For example, Ribaca was ignored at the social events of the company after she filed a report against the manager for verbal harassment.
Verbal or psychological abuse: It is a situation when the employee is facing constant criticism, public humiliation and hostile work culture. Such as, Jack is facing verbal abuse from the manager after he raised a concern about the sexual discrimination he was getting.
A rapid increase in the workload: At the time when an employee raises a concern or reports against a colleague or manager and they in return get a huge workload constantly, it is a major sign of Retaliation. For example, Cassy is facing an unrealistic deadline and heavy workflow just after she filed a case against improper salary deductions.
Biased reviews on work performance: In a team where one files a report against the manager or another colleague, they often face a situation in which his or her work is not been reviewed properly, just like what happened with Emma in this example. Emma filed a case against the manager regarding physical abuse and just after that her work was getting negative reviews from the seniors.
Prevention for Retaliation in the Workplace
Strong workplace Policy: It is said that Retaliation crucially affects the revenue of the company, therefore a company must have a clear and well-designed policy.
Handle Complaints smartly: Create a particular department for handling the reports and complaints in the company and make sure that they remain confidential. Investigate every report thoroughly without bias.
Ensure that the victim is protected: The organisation needs to protect the victims of such practices. Regular communication and developing better comfort can help actively protect the victim.
Identifying vulnerability: Train senior, executives and managers about behaviours and practices that can violate the law and act as a legal risk to the company.
Keep a constant eye on unconscious bias: Ensure that the organisation maintains transparent communication and should raise awareness regarding Retaliatory actions. The HRM should keep a constant eye on the rise of stereotypes or controversies in the company and must take action to reduce them.
