How to Properly Document Workplace Abuse
Oct. 28, 2022
A toxic work environment can harm your mental health and overall well-being. If you are constantly anxious at work and cannot wait to clock out, you may be a victim of workplace harassment. The mistreatment may be subtle, but the effects 'don't lie.
As per the National Safety Council, workplace abuses account for injuries and, in some cases, fatalities. Take action before it is too late with help from a Chicago retaliatory discharge attorney if necessary.
How to Document Workplace Abuse
Your employer will have protocols in place to document workplace abuses. Some of the basic ones include the following:
Maintain Event Logs
'Don't sit idly stewing in frustration after an incident. Record it in a detailed and organized event log. Depending on the severity of the incident, you may not have to wait to take action. These include violent events such as physical and verbal abuse that is racist or sexist.
This does not mean you should ignore minor incidents or microaggressions. For instance, if a colleague keeps saying you are dumb or the reason why the company is losing money, you should record those comments in your log. Statements that imply you aren't qualified for your job or only got it because of your gender or race should also be recorded.
Make sure you also mention the location, date, and time of the incidents, along with a brief and specific description. Your Chicago retaliatory discharge attorney can use your log as proof in case your employer 'doesn't take your complaints seriously and fires you in retaliation.
Collect Supporting Evidence
If you received threatening or passive-aggressive messages/emails from workers or your employer, make sure you save them in an external hard drive you take home with you. This includes physical notes and pictures.
Otherwise, it will be your word against your abuser's. If the latter has worked with the company for years and generally has a good reputation, you will need strong proof to discredit them.
File a Complaint With the EEOC
According to the Equal Employment Opportunity Commission (EEOC), management should be allowed to investigate workplace harassment complaints and take corrective action where needed. If your employer fails to follow protocols or 'hasn't established any, you have 180 to 300 days from the date of the last alleged harassment to file a complaint with the EEOC.
Before doing that, discuss your case with a Chicago retaliatory discharge attorney specializing in workplace harassment or abuse cases. Most provide free consultations to determine whether you should file a lawsuit. They will also provide the information you need to strengthen your claim and how you should word your complaint.
Contact the Law Office of Michael T. Smith & Associates for a Consultation
At the Law Office of Michael T. Smith & Associates, we have handled a series of cases on workplace abuses that have placed us on the map. We understand the hurt, panic, and heartbreak you may be going through after your employer fired you out of spite and can take legal action on your behalf.
That type of illegal discharge can ruin your employment chances, especially if your employer refuses to give you a reference. We stand up to these bullies, so you don't have to and ensure you get the compensation you deserve.