When employees blow the whistle on their company for engaging in illegal activities, they will likely choose to stay on board in order to continue earning a wage.
However, the situation can get dicey if word gets out that they were the ones who blew the whistle in the first place. They may even be at risk of retaliatory actions or behaviors.
How retaliation happens
The U.S. Equal Employment Opportunity Commission takes a look into retaliation at work. Of course, it is illegal for any employer to retaliate against an employee for blowing the whistle. Unfortunately, this does not stop everyone from taking retaliatory action anyway.
In many cases, because an employer knows that they are doing something illegal, they will work to obscure their actions behind what appears to be legitimate reasons. For example, they may retaliate by giving a targeted employee the least desirable shifts with the excuse that no one else can cover them.
Looking for discrepancies and patterns
In these situations, it is important to keep an eye out for patterns and discrepancies. If a targeted employee finds themselves at a disadvantage time and time again, even with supposedly “valid” reasons for it to happen, it might indicate retaliation.
The targeted employee might also notice that some things their employer says or does do not line up with other information. To use the above example, they might overhear that other employees had the ability to fill in the least desirable shifts after all.
In such cases, the targeted worker can then consider looking into actions they can take against this retaliation.
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