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What is retaliation? Retaliation occurs when an employer (through a manager, supervisor, administrator or directly) fires an employee or takes any other type of adverse action against an employee for engaging in protected activity.

Any compliance program or policies on retaliation will be closely intertwined with compliance with the substantive law at issue. Best practices include acting on worker concerns and properly addressing them

Fact Sheet # 77A: Prohibiting Retaliation Under the Fair Labor Standards Act (FLSA) December 2011 This fact sheet provides general information concerning the FLSA’s prohibition of retaliating against any employee who has filed a complaint or cooperated in an investigation.

You are protected from retaliation for reporting issues relating to employee safety, consumer product and food safety, environmental protection, fraud and financial issues, health insurance, and transportation services.

What activity is protected by the prohibition against retaliation? An individual engages in protected activity when they: (1) oppose a practice they consider to be discriminatory; (2) participate in an employment discrimination proceeding; or (3) engage in other protected EEO activity.

This fact sheet provides a brief explanation of workplace harassment, how to recognize it, and . both the responsibilities of an employee who has witnessed or been subjected to workplace . harassment and the agency that has been put on notice of allegations of workplace harassment.

Mar 10, 2022 · The division investigates allegations of retaliation. Retaliation can take many forms including: reduction of work hours or pay; denial of vacation or sick time; bullying; constructive discharge; threat of job loss, demotion, the threat of deportation, or violence.

This poster informs employees of their right to file a retaliation or discrimination complaint with OSHA for making safety and health complaints or for exercising rights under the OSH Act. The poster must be displayed in a conspicuous place where employees and applicants for employment can see it.

DOL does not tolerate harassing conduct in the workplace and, with the Harassing Conduct Policy, takes all necessary steps to ensure that this type of conduct is prevented before it becomes severe and/or pervasive (i.e., a violation of EEO law).

Issued July 3, 2024, the consent judgment follows an investigation by the department’s Occupational Safety and Health Administration which found that the USPS had again violated the provision in the Occupational Safety and Health Act that protects employees against retaliation for reporting workplace injuries.