A supervisor is pointing out information to an employee that is displayed on a tablet.

Fostering a respectful work environment requires a commitment to consistently promoting and maintaining a workplace free of abusive conduct, harassment, and discrimination.

A supervisor is communicating with their team using positive body language and hand gestures.

Team members are counting on you to be there when conduct does not match our commitment.

Two employees are having a discussion with their supervisor.

What happens when an employee, vendor, or guest files a complaint about conduct, only to be ostracized, punished, or even fired for doing so?

Two managers are having a private discussion in an office setting.

Did you know that the most frequent charge filed with the Equal Employment Opportunity Commission (EEOC) is retaliation?

An employee is having a private conversation with a supervisor.

This means a complaint was filed and addressed then reported again due to some type of adverse employment action or behavior.

An employee paces the floor of their home while thinking about concerns at work.

Such behavior is counterproductive to our commitment and does not positively reflect who we are to our guests, clients, and stakeholders.

A person in a leadership position listens carefully to their colleagues' thoughts and concerns during a group meeting.

With remedies ranging from fines to personal liability and other penalties, the question is, are you prepared to do what it takes to help stop retaliation in our organization?