MENUMENU
  • FREE RESOURCES
  • PREMIUM CONTENT
        • SEE MORE
          PREMIUM RESOURCES
  • HR DEEP DIVES
        • Coronavirus (COVID-19) Resources for HR Professionals
          Employment Law
          Labor Law Posting Requirements: Everything You Need to Know
          Recruiting
          businesswoman selecting future employees on digital interfaces
          Recruiting Resources for HR & Hiring Managers
          Performance Management
          vector image of young female making star rating
          Performance Review Resources
          Employment Law
          Understanding Equal Employment Opportunity and the EEOC
          Recruiting
          Onboarding Resources for HR & Hiring Managers
  • CORONAVIRUS & HR

  • LOGIN
  • SIGN UP FREE

HR Morning

MENUMENU
  • FREE RESOURCES
  • PREMIUM CONTENT
        • SEE MORE
          PREMIUM RESOURCES
  • HR DEEP DIVES
        • Coronavirus (COVID-19) Resources for HR Professionals
          Employment Law
          Labor Law Posting Requirements: Everything You Need to Know
          Recruiting
          businesswoman selecting future employees on digital interfaces
          Recruiting Resources for HR & Hiring Managers
          Performance Management
          vector image of young female making star rating
          Performance Review Resources
          Employment Law
          Understanding Equal Employment Opportunity and the EEOC
          Recruiting
          Onboarding Resources for HR & Hiring Managers
  • CORONAVIRUS & HR
  • Employment Law
  • Benefits
  • Recruiting
  • Talent Management
  • Performance Management
  • HR Technology
  • More
    • Leadership & Strategy
    • Compensation
    • Staff Administration
    • Policy & Procedures
    • Wellness
    • Staff Departure
    • Employee Services
    • Work Location
    • HR Career & Self-Care
    • Health Care
    • Retirement Plans

How to establish a tight anti-retaliation policy

Jared Bilski
by Jared Bilski
April 3, 2012
2 minute read
  • SHARE ON

Retaliation is at the very top of the Equal Employment Opportunity Commission’s (EEOC) hit list. Here’s what you need to know to craft an effective anti-retaliation policy.
Last year saw a record number of lawsuits filed by the EEOC. And by all early indications, this year promises to bring more of the same, says Khristine Scholtz, writing on the Smart HR Manager blog.
Scholtz recounted a presentation by attorney Jody Katz Pritikin, who spoke to a SHRM legislative conference in Washington, D.C. and outlined why it’s in employers’ best interest to do everything in their power to prevent  getting hit with a retaliation clam.
HR and benefits pros already know solid documentation is a must. If an employee is terminated, the company should feel safe knowing there’s a meticulous paper trail supporting that decision.
But good documentation isn’t enough.
Employers should have a clear retaliation prevention policy in place to protect themselves.
Key components
 While every company is different, there are components that should be included in all retaliation prevention policies.
Here are some essential elements of a strong retaliation prevention policy, courtesy of Pritikin:
A statement saying that the company will not tolerate retaliation by anyone

  • A clear definition of retaliation, along with several specific examples of what retaliatory behavior consists of
  • A complaint procedure that offers employees a number of different ways to make a complaint – that is consistent with other company procedures, and
  • A list of the consequences for policy violations (that must be applied consistently).

Pritikin also advises employers not to promise confidentiality for employees who make retaliation complaints. Instead, she says it’s best if firms tell employees that any complaints will be disclosed on a “need to know” basis.
Her reason: There has to be a fair process for both the person who makes the retaliation claim and the person being accused.
So the person being of accused of retaliatory behavior needs to know who made the complaint and exactly what it entailed, in order to defend himself or herself.
Once the policy is in place, it’s a good idea to get employees and management together. Review the ins and outs of the policy, as well as what retaliation is — and what can be done to prevent it.

Get the latest from HRMorning in your inbox PLUS immediately access 10 FREE HR guides.

I WANT MY FREE GUIDES

Keep Up To Date with the Latest HR News

With HRMorning arriving in your inbox, you will never miss critical stories on labor laws, benefits, retention and onboarding strategies.

Sign up for a free HRMorning membership and get our newsletter!
  • This field is for validation purposes and should be left unchanged.
HR Morning Logo
  • Facebook
  • Twitter
  • Linked In
  • ABOUT HRMORNING
  • ADVERTISE WITH US
  • WRITE FOR US
  • CONTACT
  • Employment Law
  • Benefits
  • Recruiting
  • Talent Management
  • HR Technology
  • Performance Management
  • Leadership & Strategy
  • Compensation & Payroll
  • Policy & Culture
  • Staff Administration
  • Wellness & Safety
  • Staff Departure
  • Employee Services
  • Work Location
  • HR Career & Self-Care

HRMorning, part of the SuccessFuel Network, provides the latest HR and employment law news for HR professionals in the trenches of small-to-medium-sized businesses. Rather than simply regurgitating the day’s headlines, HRMorning delivers actionable insights, helping HR execs understand what HR trends mean to their business.

Privacy Policy Terms of Service
Copyright © 2021 SuccessFuel

WELCOME BACK!

Enter your username and password below to log in

Forget Your Username or Password?

Reset Password

Lost your password? Please enter your username or email address. You will receive a link to create a new password via email.

Log In

During your free trial, you can cancel at any time with a single click on your “Account” page.  It’s that easy.

Why do we need your credit card for a free trial?

We ask for your credit card to allow your subscription to continue should you decide to keep your membership beyond the free trial period.  This prevents any interruption of content access.

Your card will not be charged at any point during your 21 day free trial
and you may cancel at any time during your free trial.

preloader