By now, most people know that sexual harassment or discrimination against an employee on the basis of sex or gender is unlawful. However, less is known about the laws regarding retaliation.
An employer is prohibited from retaliating against an individual who makes a sexual harassment complaint. For example, if an employee files a sexual harassment complaint with human resources and then finds that his or her work hours have been drastically cut, the employee may be able to sue for retaliation. The employee may be entitled to monetary damages or other legal remedies.
However, the law does not stop there. Individuals are also protected against retaliation for participating in a sexual harassment investigation. For example, consider an employee who witnesses a supervisor touching a colleague inappropriately and later testifies about what he saw during a sexual harassment investigation. This employee is also protected against retaliation.
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