Most people hope that they work in an environment in which they can report wrongdoing and be appreciated for reporting it. Unfortunately, there are far too many instances in which workers face retaliation for making complaints or for participating in other protected activities. When a worker does face unfair treatment after a protected action, the situation may need to be looked at more closely.
Oregon workers certainly do not want to face retaliation on the job, but it is important that they know what it looks like. In some cases, these unfair actions could be blatant, such as demoting a worker to a lower-paying position or possibly dismissing him or her from the job altogether. In other instances, the retaliatory actions could be less obvious, such as treating a worker more coldly, transferring him or her to another department, or giving the worker an unfavorable work schedule.
Of course, when it comes to proving retaliation, the victim must provide evidence that the negative actions occurred as the result of filing a complaint, participating in an investigation or other protected action. It is possible that a worker could be relocated or given fewer work hours for reasons unrelated to the complaint or other action. The timing of the adverse actions could come into play when trying to prove a case.
Many workers may not know what evidence could best help them address their concerns. Fortunately, Oregon workers who believe they have faced retaliation in the workplace can work with employment law attorneys during this time. Having legal support can allow individuals to understand what evidence may help their cases and what steps they can take to rectify the wrongdoing.