About Retaliation

Prepared By
Frederick County
Human Relations Department
(301) 600-1109, dia1 711 for Maryland Relay Services

           Retaliation may occur in overt or more indirect ways. Companies and organizations should ensure that their supervisors, managers, and lead workers know the company's Equal Opportunity Procedures and that retaliation will not be allowed. A complaint of retaliation may be filed by a person who has exercised his or her rights to inquire about a possible discriminatory practice or who has actually filed a formal complaint of discrimination, and negative employment or housing consequences has resulted because the complaint was filed. Witnesses and participants in investigations involving alleged discriminatory behavior also should be free from retaliatory actions by the employer or the organization. A complaint of retaliation is a separate complaint and is taken seriously by Human Rights Offices.

A FEW GUIDELINES INCLUDE BUT ARE NOT LIMITED TO:

• Only employees - people with a need to know - should be told about the inquiry or actual complaint.
• Handle the matter as seriously and professionally as you handle other important aspects of your business operation.
• Point out to staff with a need to know that normal business-like courtesies, routines, opportunities, benefits, and privileges of employment should be extended to the person who inquired or complained about an alleged discriminatory action as has been normally afforded this person or people in his/her job classification in the past.
• Disciplinary action should be in keeping with the company's normal practices and should not be increased because the person inquired or filed a formal complaint of discrimination.
• Make sure the affected employee(s) know to whom to address future concerns.
• Take extra care not to lower the employee's evaluation because he or she exercised the right to have alleged discriminatory conduct eliminated and /or corrected.
• Consult E.E.O.C. formal guidelines, consult with your legal staff or human resources director to develop more specific procedures.
• If you operate a retail establishment, employees who are customers should be treated with the same courtesies as any other customer.

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