Retaliation For Reporting Discrimination

Posted by rossmanlaw on March 3rd, 2018

Federal and state laws protect an employee who makes a good faith report of discrimination or unlawful harassment in violation of Title VII, the ADA, the ADEA, the Equal Pay Act or the Idaho Human Rights Act. Employers may not take adverse employment action against an employee who makes a report of such discrimination or unlawful harassment.

If you believe you have been a victim retaliation, you should act promptly to pursue any claim as the time for filing such claims is limited. Claims for retaliation under federal law and/or under the Idaho Human Rights Act must first be filed with the Idaho Human Rights Commission before such claims can be pursued in Court.

Sexual harassment

Under Title VII of the Civil Rights Act of 1964 and the Idaho Human Rights Act, it is unlawful to harass a person because of their sex. Harassment can include unwanted sexual advances, requests for sexual favors, and other verbal or physical harassment of a sexual nature. Harassment does not have to be sexual in nature, however, and can include offensive remarks about a person’s sex. For example, sexual harassment can include making offensive comments about women in general.

Both the victim and harasser can be either a woman or a man, and the victim and harasser can be the same sex.

Although the law does not prohibit simple teasing, offhand comments, or isolated incidents that are not very serious, harassment is illegal when it is so frequent or severe that it creates a hostile or offensive work environment or when it results in an adverse employment decision (such as the victim being fired or demoted).

If you believe you have been a victim of sexual harassment in the workplace, you should act promptly to pursue any claim as the time for filing such claims is limited. Claims for sexual harassment under Title VII and/or under the Idaho Human Rights Act must first be filed with the Idaho Human Rights Commission before such claims can be pursued in Court.

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