Adverse action refers to any action taken by an employer against an employee that is detrimental to the employee’s employment. Employers may take adverse action against employees for a variety of reasons, including retaliation for protected conduct, such as reporting misconduct or participating in protected activities like union organizing.
The following are some of the common techniques used by employers to take adverse action against employees:
- Demotion: This involves lowering an employee’s position, title, or responsibilities within the organization, and may result in a reduction of pay or benefits.
- Termination: This involves ending an employee’s employment, and can be done without warning or cause.
- Harassment: This involves subjecting an employee to hostile or offensive behavior, such as bullying, intimidation, or discriminatory treatment.
- Performance Management: This involves using performance evaluations or disciplinary processes to unfairly target an employee or justify their termination.
- Transfer or Reassignment: This involves moving an employee to a different location or department within the organization, which can result in a reduction in pay or benefits.
- Reduction in Hours or Pay: This involves reducing the amount of hours an employee is scheduled to work or decreasing their pay rate, which can have a significant impact on their livelihood.
Overall, these techniques are used to take adverse action against employees in an attempt to punish or silence them. It is important for employees to understand their rights and for the government to enforce strong protections against retaliation and adverse action in the workplace.