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  报复

                      
                        

          
          
                        报复
              


          
  报复:联邦机构经理注意事项

在联邦部门,报复是最常见的歧视指控依据,也是联邦部门案件中,进行歧视调查后发现的最常见的结果。EEOC致力于解决这个问题时,你也可以提供帮助。

进一步了解什么是报复,为什么会发生,以及如何防止。EEOC工作人员撰写了这篇文章,刊登在2015年夏季《联邦经理》上。

EEOC禁止因求职者或雇员主张不受就业歧视(包括骚扰)的权利而对其进行惩罚。主张这些平等就业机会权利是“受保护的活动”,有多种形式。例如,因为以下原因对求职者或雇员进行报复是违法的:

提出平等就业机会指控、投诉、或在调查或诉讼中或作证
	与主管或经理沟通就业歧视(包括骚扰)
	在雇主接受涉嫌骚扰的调查中回答问题
	拒绝服从可能导致歧视的命令
	拒绝性侵犯或干预以保护他人
	请求为残疾人士或宗教活动提供便利条件
	向经理或同事询问工资信息,以发现潜在的工资歧视。在任何情况下,都不应报复参与投诉过程的雇员。其他反对歧视的行为也应受到保护,只要雇员有理由相信工作场所的某些东西可能违反平等就业机会法,即使他或她没有用法律术语来描述问题。

然而,雇员参与平等就业机会活动,并不能因此而免于所有纪律处分或解雇。如果出于非报复性和非歧视性的原因,雇主应当对工作人员进行纪律处分或解雇,则雇主有权这么做。但是,雇主不得针对平等就业机会活动,做出任何行为来阻止某人在以后抵制或投诉歧视。

例如,如果雇主因为雇员的平等就业机会活动而实际采取行动来达到以下目的,则属于报复:

对员工进行训诫或给予低于应有水平的绩效评价;
	将雇员调到不太理想的职位;
	进行口头或身体虐待;
	威胁或实际向当局举报(如举报移民身份或联系警方);
	加强审查;
	散布谣言,以不利方式对待家庭成员(例如,取消与当事人配偶的合同);或
	增加雇员的工作难度(例如,在雇员提起平等就业机会投诉后,有意改变其工作时间安排,使之与其家庭责任相冲突,从而惩罚该雇员)。详情请参阅问题解答:关于报复和相关问题的执法指导。
      
              翻译此页面
    عربي (Arabic)简体中文 (Chinese, Simplified)繁體中文 - Chinese (Traditional)EnglishKreyòl Ayisyen (Haitian Creole)한국어 (Korean)Русском (Russian)Español (Spanish)Tagalog (Tagalog)Tiếng Việt (Vietnamese)
适用的雇主

依据第七条和《美国残疾人法》,15名或更多雇员

依据ADEA,20名或更多雇员

依据EPA,几乎所有的雇主



时限

180天提起指控*(可依州法律延长)*

联邦雇员有45天时间与平等就业机会顾问联系



有关详细信息,请参见:

关于报复的事实
	《同工同酬法》
	1964年《民权法》第七条
	《就业年龄歧视法》
	《美国残疾人法》
	政策与指导Return to top

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