There are a lot of reasons not to delay in reporting or opposing discrimination at your workplace. Initially, if you timely report discriminating or harassing conduct, it gives your employer the opportunity to correct the problem.
Moreover, timely reporting discrimination or harassment based on gender/sex, race/color, gender identity, sexual orientation, disability, religion, national origin, or age triggers employees’ rights against retaliation under Title VII of the Civil Rights Act of 1964, the Americans with Disabilities Act (“ADA”) and the Age Discrimination in Employment Act of 1967 (“ADEA”). The employees’ rights laws make it unlawful for an employee to take any adverse action against an employee for reporting, opposing, or participating in an investigation regarding reports of unlawful discrimination and harassment. For the purpose of a retaliation claim under Title VII, the ADA or the ADEA, an adverse action will be any action that would dissuade a reasonable employee from reporting or opposing discrimination or harassment. This means that once the report or opposition to discrimination or harassment has been made – especially if documented – it will be harder for your boss, manager, or supervisor to take an adverse action against you.
Importantly, the employer cannot be held liable for the conduct of coworkers unless the conduct is timely reported, and the management is given the opportunity to correct the discrimination or harassment.
Additionally, every employee’s rights law has a statute of limitations, which are deadlines set by the statutes. If you miss that deadline, you have lost your claim. As such, it is important to immediately consult an attorney to evaluate your situation for potential claims and to protect those claims by timely filing with the Equal Employment Opportunity Commission (“EEOC”), state agency, or in court.
Lastly, if you do not timely report discrimination or harassment, it will give your employer the opportunity to argue that you were just making it up when you eventually report it after some action is taken against you.
In the end, employees are more protected and have more rights after reporting discrimination or harassment than if they silently endure it.
Best Lawyer Blogs On Point:
- If You Don’t Report Workplace Harassment, You Might Lose Your Claim
- Proving Discrimination And Retaliation Claims Under Title VII
- Employment Retaliation Cannot Be Based On Protected Conduct The Employer Never Knew About
- Can My Boss Give Me Dangerous Assignments For Reporting Discrimination?
- Retaliation Is Still Easier To Prove Than Discrimination
- What Is The Statute Of Limitations For A Title VII Claim?
- It’s Bad To File With The EEOC Without A Lawyer
Do I have an employment discrimination claim?
Best Employment Lawyer Answer: If you are trying to figure out if you have a race, LGBTQ+, national origin, gender, age, religion or disability claim based on discrimination or harassment that you are being subjected to at work, you need to individually consult with an employee’s rights law firm to address your particular situation. You best option is to call the right attorney to schedule a free and confidential consultation. (Read: What is the Spitz No Fee Guarantee?; Why Having Skilled Employment Attorneys Is Critical; Employment Law: Avoid Hiring The Wrong Attorney). Call our lawyers in Ohio, Michigan, and North Carolina to get help now. Spitz, The Employee’s Law Firm and its experienced lawyers are here and ready to protect your employment law rights.
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