Choosing the Right Words
If you’re experiencing workplace misconduct—such as discrimination, harassment, or retaliation—how you describe what’s happening can make all the difference in protecting your rights. Don’t dance around what’s you are experiencing—say it briefly and clearly. Using clear, specific keywords like “accommodation,” “harassment based on my race or disability,” or “retaliation based on my complaints” helps your employer, HR, or legal professionals understand exactly what you’re facing and how to respond.
Why are keywords important?
Employers are legally required to prevent discrimination and harassment based on protected categories such as race, gender, age, disability, or religion. When reporting issues, using the correct language ensures your concerns are recognized as legally wrongful acts, not just personal disagreements.
Here are some key terms and examples:
1. Accommodation
Use this word if you need a reasonable adjustment due to a disability or religious practice. Example:
“I am requesting an accommodation to work remotely due to my disability.”
2. Harassment Based on a Protected Characteristic
Identify if the conduct involves unwelcome behavior related to race, gender, disability, or other protected traits. Example:
“I am experiencing harassment based on my gender, including unprofessional comments and unwanted advances.”
3. Retaliation Based on a Protected Characteristic
Report if adverse actions are taken because you asserted your rights or participated in protected activities. Example:
“I filed a complaint about discrimination, and now I am being denied promotions and excluded from team meetings—that’s retaliation.”
Remember, using the right words helps to:
- Clearly communicate your experience
- Ensure your concern is taken seriously
- Facilitate the correct legal response if needed
If you’re unsure how to describe your situation or need help navigating this process, talking to an employment lawyer can give you the guidance you need to protect your rights.
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