Riverside, CA- Sexual harassment and discrimination doesn’t happen in all California workplaces but when it does these behaviors can be toxic. The hostility created by any type of workplace discrimination can affect all workers in some way, though the victim who complains is more likely to face retaliation.

The victim who speaks out is more likely to be fired, denied promotions, or refused days off for making a formal sexual harassment complaint. This isn’t the way the justice is supposed to work, but employers sometimes target employee who was harassed instead of the harasser. Here our team of sexual harassment attorneys in California will discuss the more common types of retaliation workers endure.

Denied promotions or pay raise.

This one of the more common types of retaliation a victim of sexual harassment faces. When it comes time for an overdue raise or promotion, the victim’s employer says “No.” Most employers won’t and can’t admit that they are denying a raise or promotion to an employee but when there reasons to deny are tenuous or flimsy, it’s not hard to figure out the formal complaint is behind an employer’s reasoning.

Reassigning an employee or denying other benefits

Employers sometimes retaliate against sexual harassment victims by assigning them to a different department or different business location. This often puts an end to the sexual harassment but the harasser remains unpunished. Because there are no consequences, the employer is not correcting the inappropriate behavior and can therefore encourage it.

In a similar vein, an employer can deny an employee benefits such as a 401K or days off because they filed a harassment complaint.

Firing the victim

One of the more common ways employers retaliate against anyone who files an employment discrimination complaint is to fire them. Or, insist they resign. There are many times when an employee if fired because they aren’t good at their jobs or violated company policy. On the other hand, if an employee is fired despite having a stellar work record and positive reviews and that just happened to occur soon after they filed a sexual harassment claim, it isn’t a stretch to conclude that retaliation was at play.

Retaliation can’t be ruled if an employee’s firing wasn’t directly related to their actual complaint. Say for instance a sexual harassment victim made a formal sexual harassment complaint and was denied a raise but not fired. They then complain about the retaliation and they are soon fired. This scenario is still considered retaliation and could be solid grounds for a sexual harassment suit.

If you have been the victim of retaliation, USAttorneys can help you locate an attorney near you. Our team of attorneys are dedicated professionals who will work to get you the justice you deserve. They understand how to prove your case and secure a generous settlement for your mental anguish and loss of wages. Let us connect you with a sexual harassment lawyer in Riverside today.