Workplace Retaliation - Harassment With a Vengeance

Newsletter.  This week, we're sharing news about the very important,
but often misunderstood topic of workplace retaliation. Retaliation
is often more costly, insidious and harmful to organizations than the
original harassment complaints from which they result. Here are some
tips on protecting your teams from retaliation in the workplace. 
RETALIATION
transitive verb : to repay (as an injury) in kind; to return like for
like; especially to get revenge
Know the Trends:
1. In October 2009 a Salt Lake City car dealership, agreed to pay a
settlement of $455,000 in damages to 5 women employees who suffered
sexual harassment and retaliation  by multiple salesmen and sales managers over a period of years, even
though the salesmen and managers were no longer with the company at
the time of the settlement. In addition the cash settlement, the
dealership agreed to issue formal apologies to the women and to
provide training and other relief aimed at educating its employees
about sexual harassment, retaliation and their rights under Title
VII. 
2. In November 2009 a Philadelphia utility contractor, under a two
year EEOC consent decree agreed to pay $200,000 in damages and relief
to 5 female employees who were subject to sex discrimination and
retaliation. The employees, who were denied higher-paying positions due to their
sex, were victims to reduced work hours and reduction in work
assignments in retaliation for complaints. In addition to paying
$200,000, the company must provide annual training for all managers
and supervisors regarding employee rights and employer responsibility
under Title VII.
3. In 2009, with only 9.8% of the 30,641 harassment cases settled,
$80.5 million was awarded in monetary benefits against employers. In
2009, 36% of the total discrimination charges filed included a claim
of employer retaliation, climbing steadily from 20.2% in 1997, to
27.1% in 2000 and 28.6% in 2004.
To learn more about how Workplace Answers can help you prevent
retaliation, click here.
Know your Risks
1. What is unlawful  Workplace Retaliation? The U.S. Supreme Court
ruling in Burlington  Northern & Santa Fe Railway Co. v. White (2006)
a definition of  retaliation that includes any employer action that
could discourage a  reasonable employee from making or supporting a
charge of harassment or  discrimination.
2. What is unlawful Workplace Discrimination? Unlawful  workplace
discrimination occurs when an employer takes adverse action  against
an employee or prospective employee because of Ancestry, Age,  Color,
Disability, Family Leave, Marital Status, Medical Condition, 
National Origin, Race, Religion, Sex and/or Sexual Orientation.
Don’t  Retaliate, Mitigate
Top 5 Tips To Prevent Retaliation
#5 Create  internal policies that align with Federal and Local
Harassment and  Retaliation Laws
#4 Update your Employee Handbook with policies for company-wide
standardization
#3 Create a safe vehicle for incident  reporting and feedback
#2 Enforce policies through accountability and  corrective actions
#1 Train all employees in recognizing, preventing and  reporting
prohibited discrimination, harassment, and retaliation.

Welcome to the Workplace Answers Harassment and Diversity Compliance

Newsletter.  This week, we're sharing news about the very important,

but often misunderstood topic of workplace retaliation. Retaliation

is often more costly, insidious and harmful to organizations than the

original harassment complaints from which they result. Here are some

tips on protecting your teams from retaliation in the workplace. 

 

RETALIATION

transitive verb : to repay (as an injury) in kind; to return like for

like; especially to get revenge

 

Know the Trends:

 

1. In October 2009 a Salt Lake City car dealership, agreed to pay a

settlement of $455,000 in damages to 5 women employees who

suffered sexual harassment and retaliation by multiple salesmen

and sales managers over a period of years, even though the salesmen

and managers were no longer with the company at the time of the settlement.

In addition the cash settlement, the dealership agreed to issue formal

apologies to the women and to provide training and other relief aimed at

educating its employees about sexual harassment, retaliation and

their rights under Title VII.

2. In November 2009 a Philadelphia utility contractor, under a two

year EEOC consent decree agreed to pay $200,000 in damages and relief

to 5 female employees who were subject to sex discrimination and

retaliation. The employees, who were denied higher-paying positions due to their

sex, were victims to reduced work hours and reduction in work

assignments in retaliation for complaints. In addition to paying

$200,000, the company must provide annual training for all managers

and supervisors regarding employee rights and employer responsibility

under Title VII.

3. In 2009, with only 9.8% of the 30,641 harassment cases settled,

$80.5 million was awarded in monetary benefits against employers. In

2009, 36% of the total discrimination charges filed included a claim

of employer retaliation, climbing steadily from 20.2% in 1997, to

27.1% in 2000 and 28.6% in 2004.

 

Contact Us to learn more about how Workplace Answers can help you

prevent Workplace Retaliation.

 

Know your Risks

 

1. What is unlawful  Workplace Retaliation? The U.S. Supreme Court

ruling in Burlington  Northern & Santa Fe Railway Co. v. White (2006)

a definition of  retaliation that includes any employer action that

could discourage a  reasonable employee from making or supporting a

charge of harassment or  discrimination.

2. What is unlawful Workplace Discrimination? Unlawful  workplace

discrimination occurs when an employer takes adverse action  against

an employee or prospective employee because of Ancestry, Age,  Color,

Disability, Family Leave, Marital Status, Medical Condition, 

National Origin, Race, Religion, Sex and/or Sexual Orientation.

 

Don’t  Retaliate, Mitigate

 

Top 5 Tips To Prevent Workplace Retaliation

#5 Create internal policies that align with Federal and Local

Harassment and Retaliation Laws

#4 Update your Employee Handbook with policies for company-wide

standardization

#3 Create a safe vehicle for incident reporting and feedback

#2 Enforce policies through accountability and corrective actions

#1 Train all employees in recognizing, preventing and reporting

prohibited discrimination, harassment, and retaliation.

 

 

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