Termination and Discipline:
- Firing immediately or shortly after harassment complaint
- Disciplinary actions that are pretextual or disproportionate
- Performance improvement plans initiated after complaint
- Suspension or unpaid leave following protected activity
- Constructive discharge through intolerable working conditions
Economic Retaliation:
- Pay cuts or denial of expected raises or bonuses
- Reduction in hours or overtime opportunities
- Loss of benefits or changes in benefit terms
- Denial of promotions or advancement opportunities
- Assignment to less desirable positions or shifts
Case Example: Marketing manager filed sexual harassment complaint against supervisor. Within two weeks, she was transferred to different department with 20% pay reduction, assigned to work weekends, and excluded from client meetings. This constitutes clear economic retaliation.
Subtle Workplace Retaliation
Social and Professional Isolation:
- Exclusion from meetings, communications, or decision-making
- Social ostracism by supervisors and coworkers
- Removal from important projects or assignments
- Exclusion from workplace social events or professional development
- Creating "cold shoulder" environment to pressure resignation
Changes in Working Conditions:
- Office relocation to less desirable or isolated location
- Changes in work schedule without business justification
- Assignment of excessive or demeaning work tasks
- Removal of administrative support or resources
- Increased scrutiny or micromanagement
Professional Reputation Damage:
- Negative comments about employee's character or competence
- Spreading information about complaint to discredit employee
- Undermining employee's professional relationships
- Giving negative references to potential employers
- Sabotaging employee's professional opportunities
Third-Party Retaliation
Reference and Reputation Retaliation:
- Providing negative references to prospective employers
- Sharing information about complaints with industry contacts
- Blacklisting employee within professional networks
- Interfering with new employment opportunities
- Damaging professional reputation through false statements
Legal and Administrative Retaliation:
- Filing frivolous lawsuits against employee
- Reporting employee to licensing boards without justification
- Challenging unemployment benefits eligibility
- Interfering with professional licenses or certifications
- Using legal process to intimidate or harass
Family and Associate Retaliation
Retaliation Against Family Members:
Federal law protects against retaliation targeting employee's family:
- Firing or disciplining spouse or family members who work for same employer
- Harassment of family members by employer representatives
- Economic pressure on family-owned businesses
- Threats against family members' employment
Third-Party Retaliation:
- Retaliation against witnesses who support harassment complaints
- Pressure on coworkers to avoid association with complainant
- Disciplining employees who provide testimony or support
- Creating hostile environment for anyone who supports complaint