Employees in the distance are gossping about an employee seated in the foreground at a table in the breakroom. Three employees are huddled in a group, separate from everyone else. An employee is seated at a desk having a discussion with a supervisor. An employee is seated at a desk listening to a supervisor. An employee is having a discussion with a supervisor about hours. A supervisor is pointing out a change listed on a clipboard to an employee. An employee is shocked by a supervisor's comment. Two employees are arguing with each other. An employee is using a smartphone while seated at a desk in front of a computer. An employee is pointing at another employee in an aggressive manner.

Common Forms of Retaliation

The previous case studies provide some insight into workplace retaliation and best practices when addressing it. Here are a few more examples of conduct that could be interpreted as retaliation for filing a complaint, or participating in an investigation, they include:

  • Ignoring the person(s), or giving them the silent treatment;
  • Leaving them out of certain projects, activities, or decisions;
  • Not considering the person(s) for a promotion, or raise;
  • Demoting them to a position with less authority or responsibility;
  • Cutting their pay or hours;
  • Assigning them to another shift, department, office, or location;
  • Threatening their job security;
  • Allowing or participating in verbal abuse towards the person(s);
  • Using social media or electronic communications to harass the person(s); and
  • Destroying their personal property or threatening bodily harm.