Sometimes, things don’t go as planned, and you may have no control over certain aspects of the situation. However, one of the things you have control over is your responses and reactions to what’s happened.

A response that could be perceived as malicious could be if someone retaliates when they feel wronged. Employees have felt the brunt of this retaliation many times when their employers decide to terminate their employment, demote them, make adverse decisions regarding their working conditions, or inflict emotional or verbal abuse upon them

Working in such conditions may become unbearable for employees. Fortunately, they could seek help from professionals to mediate the situation. That being said, here’s a list of ways to respond when employers retaliate:

• Find A Legal Representative

The abovementioned matters could often be very complicated, and without the help from professionals who are well-versed about the law, such things may be challenging to navigate.

Not all legal representatives specialize in these kinds of cases; thus, it’d be imperative to find one that could explain how to file a EEOC complaint in California, if you live in the area for instance. Such complaints could go hand in hand with other aspects, and a knowledgeable professional could give you the best pieces of advice as to how you ought to move forward.

Because of the challenging nature of such cases, they may be tough to prove in court. But, with proper guidance, they could achieve the best outcome.

• Be Educated

It’s up to each person to familiarize themselves with the company policies and procedures. When these are unfairly enforced, it may cause secondary complaints, like discrimination.

Knowing what’s expected of employees and the consequences of not complying would make it easier to spot missteps. Most companies would discuss these important matters with the onboarding process, and some could have regular refreshers for all employees to ensure that everyone is still aware of the policies.

If this isn’t done, make sure to get a hold of a copy to go through. This could make a big difference if issues arise.

• Preventing Confrontations

It’s human nature to challenge something you believe is unfair or unjust. Responding calmly and being in control would fend off adverse reactions from the other party.

Although it may seem unfair that a leave request has been denied, discuss this with a manager or direct supervisor as there may be a good reason for the denial. If any retaliation arises from the situation, contact a professional before becoming vindictive and taking matters into your own hands.

The old saying ‘an eye for an eye,’ won’t be the best approach to resolve ongoing matters. Instead, follow the correct channels and have the issue sorted amicably.

• Gather Information

When circumstances are less desirable at work, and there could be possible repercussions, keep a record of the incidents, citing the date, time, the people involved, and what happened exactly.

Having all the details of the incident will assist the legal team in giving the best advice in terms of the claim, if one is filed. The pieces of information need to be accurate and reliable, and, if possible, be corroborated by another party not involved in the incident. 

Ensure the information is in order when presenting it to the legal representative. The record of events could become the basis for the complaint.

• Be A Whistleblower

There could be one or more superiors in the workplace that’d make it very difficult for employees to voice their concerns. 

Don’t let this kind of behavior continue to make everyone’s life a living nightmare. Help others stand up for their rights and support them by finding the courage to report these employers. Every person has the right to be treated fairly and be free from vindictive actions.

• Educate Others

Other team members may not be aware of the policies and procedures in the company and may unwillingly subject themselves to unjust treatment. Be an advocate by setting an example of the correct way to handle these situations, which may help empower the other team members to do the same.

To Conclude

Employees shouldn’t work in fear of retribution from their employers, especially when it comes to activities that they’re rightfully entitled to. Some include requesting overtime payments, refusing to participate in discriminatory actions, reporting harassment, and discussing work conditions with fellow teammates.

Workplace retaliation is a legal issue that could see both parties before a judge and jury. Depending on the severity of the case, extra wages, other forms of monetary compensation, and reinstatement could be the outcome. 

Employers should reconsider retaliation before causing irreversible damage to team member morale, loyalty, productivity, and workplace atmosphere.