Retaliation Freeze After Protected Activity
Apply a retaliation risk screen before approving discipline, transfer, or schedule changes.
Retaliation risk is often created by speed plus sloppy language. The freeze is a control, not a favor When an employee reports discrimination, participates in an investigation, requests accommodation, or otherwise opposes unlawful conduct, HR should treat nearby negative actions as control points. The goal is not to make the employee untouchable. The goal is to separate legitimate business action from action that appears connected to the protected activity. Run a six-question screen. What protected activity occurred? Who knew about it? What adverse action is proposed? What business reason existed before the protected activity? How have similar cases been handled?…
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