Workplace discrimination is something that employees shouldn’t have to deal with while they’re trying to do their job duties. All companies should have clear rules against discrimination, as well as reporting procedures in case discrimination occurs.
Federal law prohibits discrimination based on several protected characteristics, such as race, gender, national origin, age, religion and disability. Others are also applicable based on federal, state and local laws.
Reports don’t have to be filled with legal terminology
Employees should report all incidents of discrimination to their employer. This doesn’t have to include legal terms, but it should include specific information about what happened, who was involved and why the incident is considered discrimination. Specific facts are much more helpful than general statements.
Complaints must be investigated
Employers have a responsibility to investigate all complaints about discrimination. This can include reviewing documentation, interviewing witnesses and taking other steps to find out what happened. If the investigation shows that discrimination occurred, disciplinary measures should be taken.
Retaliation isn’t appropriate
Employees should be able to file factual complaints without having to worry about facing retaliation. Federal laws protect these employees from facing negative employment actions as a result of the complaint. This means they shouldn’t have to deal with termination, pay cuts, unfavorable evaluations that aren’t warranted or other similar situations just because they spoke up.
There are times when employees may decide to seek other options to deal with the discrimination. Legal action is possible, but these cases can be complex, so employees should work with someone who understands the situation and can assist with getting the case moving in the right direction.