According to the Equal Employment Opportunity Commission (EEOC), in 2015 individuals filed 39, 757 charges related to all statutes of retaliation. This number represents 44.5% of all charges filed. For instance, if an individual files a race, sex or sexual harassment discrimination, that individual should immediately check for employer-related retaliation even in the most petty instance because petty retaliation represents the beginning of either a long battle to come or petty retaliation represents the beginning of the end. All of this is rooted in discrimination.
Title VII of the Civil Rights Act of 1964 prohibits discrimination based on race, creed, sex, national origin, color and religion. 31,893 individuals filed retaliation charges for Title VII only in the year 2015. The number of filings represents 35.7% of all charges filed. These numbers warn employees to beware of retaliation because employers exercise retaliation in mysterious ways. For instance, suddenly your employer changes your work hours or drops you down from 20 hours per week to 16.
Retaliation comes in all shapes and sizes. If you are responsible for the opening of a gym, and someone hides the keys to the business office so that you cannot transfer the required $200 from the safe to the cash register, that is retaliation–even if your employer uses different people to do such a thing. If you complain about running a cash register, and multiple employees violate or saunter behind the cashier’s desk, and you complain, be prepared for many different people from different departments showing up in your area doing the same thing.
Although this sounds petty; but it isn’t. If you tell your supervisor that you are uncomfortable with multiple people having access to the cash register and the petty cash because you are responsible, you may feel silly, but expressing your thoughts on this will save you from a potential theft charge. NOTE: Proof or allegations of theft nullifies and ends any EEOC or Fair Employment Practices Agencies’ investigation. And even though you wish to keep the peace, your peace was shattered the moment you filed or complained about workplace violations. The company or organization has placed you in the untenable position of fighting for your own reputation because you’ve just been dubbed a troublemaker. Until the next time. . .