The EEOC handles charges of all sorts of matters from racial discrimination to gender inequality. Yet by far, the biggest reason for EEOC charges is retaliation, which consists of over half of all the charges filed. This has been the case for over a decade now. A lot of these cases are justified; the employee filing the charge was retaliated against, but some are also fabricated by the employee’s lawyer to try and get heavy compensation from the employer. It is that you stay away from retaliation as much as possible and consult an EEOC attorney if an unjust retaliation charge has been filed against you or your company.

What is retaliation?

In its simplest terms, retaliation refers to an employer penalizing an employee for practicing their legal labor rights, often against the employer. Retaliation is a severe violation of federal and many local laws, yet the rate at which it happens is astonishing to look at.

Retaliation can take on many forms. Firing someone from a job, demoting them to a lower position, reducing salary, sudden change of job position or timings, and harsh or incompetent behavior could all fall under the umbrella of retaliation. But these behaviors on their own do not fall under that definition. It is the context surrounding the situation that matters.

If any of the above-mentioned behaviors happen right after an EEOC charge for something else was filed, then the resulting action can be easily classified as retaliation against an employee for using their legal workplace rights.

How to avoid retaliation charges?

The first and most obvious answer to this question is

Retaliation has the biggest number of EEOC charges- Here�s how to avoid it

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