Speaking up about discrimination, harassment or another workplace problem can feel risky. You may worry that your employer could punish you for saying something. The good news is that federal and Ohio law protect employees from certain types of workplace retaliation.
Here are some common actions that may qualify.
Reporting discrimination or harassment
Reporting discrimination or harassment can qualify as protected activity, even if you make the complaint informally. You also do not need to use legal terms or name a specific law. Your complaint can still receive protection if you make it clear that you oppose unlawful treatment.
For example, you might tell your supervisor that a coworker gets better assignments because of their race. Even if you never call it discrimination, your complaint is still valid.
Ohio law also protects you when you oppose unlawful discrimination or take part in a related investigation or legal case.
Participating in a workplace investigation
You may receive protection even when you did not make the original complaint. Taking part in an investigation can also count as protected activity.
You might:
- Answer questions during an investigation
- Share information about something you witnessed
- Serve as a witness in a discrimination case
Federal law protects you when you take part in certain discrimination investigations or legal proceedings. This protection can apply even if the original complaint does not succeed.
Exercising other protected workplace rights
Some other workplace actions can also receive protection from retaliation. Depending on the law, these can include:
- Asking for a reasonable disability accommodation
- Reporting wage violations
- Using protected leave
The rules depend on the right you exercised and what happened after you exercised it.
Know when your actions may be protected
An employer’s negative response does not automatically prove retaliation. What happened after you spoke up still matters. If you think your employer punished you for exercising a protected right, an employment attorney can review your situation and explain whether retaliation protections may apply.