Unintentional Workplace Retaliation is Still Expensive! And the Truth of the Complaint Doesn't Really Matter!. - Webinar (Recorded)

Unintentional workplace retaliation is more and more common AND expensive to employers today. And the truth of the original claim of harassment or discrimination doesn’t really matter to the question of retaliation. The original claim could be found to be baseless or even fabricated yet the claim of retaliation is upheld. This can be so frustrating for supervisors, managers, any person in a position of power as they are still liable for taking any action deemed to be retaliatory. Retaliation is any adverse action that an employer takes against an employee who has filed a complaint of harassment or discrimination. According to the EEOC, nearly half of the claims they are addressing today are not about sexual or other forms of harassment or discrimination but for retaliatory behavior against someone who has filed a claim or is participating in an investigation of a claim of harassment or discrimination! Beyond the typical employer actions like termination or discipline, retaliation may be well intentioned as in an employer trying to be helpful by moving two co-workers apart while the claim is investigated. Perhaps the one who filed the claim ends up away from the window she likes or away from her current work group, making it feel that the separation is negative and even, retaliatory. What qualifies as retaliation? Who is at risk? What are protected classes and protected activities? What’s a manager to do when faced with a claim of harassment or discrimination? What about other employees? Can they be held liable? And, how can you prevent retaliation in the first place?