Work. It might not be the most fun, but it is supposed to be a place where you do your job. And you do it safely. You shouldn’t need to worry – not about being treated differently because of who you are especially. Unfortunately, things don’t always work out this way.
Maybe your boss suddenly starts treating you… unfairly. Maybe you’re being repeatedly overlooked for opportunities while coworkers get them. Or maybe someone has made comments about a protected characteristic. This could include age, disability, race, religion, sex, etc.
When something like this happens, it’s too easy to react emotionally. You may want to confront the person right away or send an angry email. Don’t. Take a step back instead. If you’re resolving employment matters in NJ, having a clear record of what actually happened is more useful than reacting in the moment.
Keep reading to learn more.
Write Down the Facts
Start keeping notes.
Whenever something happens that concerns you, write down the facts. Include:
- The date of the incident,
- Where the incident happened,
- Who was there,
- And what was said or done.
If you can, try to use the person’s actual words as much as possible.
For example, instead of writing, “My manager discriminated against me,” write down the comment your manager made, what happened immediately afterward, and who witnesses it. That might be, “My manager said [quote] at [time] in the [location] with [name] present.”
Don’t worry if an incident seems too small to matter. That’s not the case. Keep track of all incidents – large and small. If similar things keep happening, those individual moments may help show a pattern.
Also, make a note of any complaints you make as well as your employer’s response.
Save Physical Evidence
If there’s an email, text message, written warning, performance review, or other document connected to what you’re experience, don’t assume it will always be available. There’s a good chance it won’t be.
Keep copies of relevant records. Organize these records somewhere safe. Ideally, this place should be away from work. Several different documents will be useful, depending on what the dispute involves. Pay stubs. Schedules. Emails. Messages. Notes from meetings.
You don’t need to collect every document from your workplace. In fact, you should be careful about taking confidential company information that you don’t have a right to access. Focus on records that relate directly to your own employment and the problem you’re dealing with.
Review Company Policy
Before making a formal complaint, research. Check your employee handbook, for one.
There might be a section explaining exactly how employees should report discrimination or harassment. Your company might ask you to speak with HR, your manager, or another designated person.
It’s worth knowing the process before you use it. You don’t want an important complaint sitting in the wrong inbox because you didn’t know where it needed to go.
While reading the policy, you should look for anything about retaliation. If you make a complaint and then suddenly notice changes in your hours, responsibilities, discipline, or treatment, write those down, too.
To conclude, you don’t have to rush into filing a complaint or taking legal action. If you notice discrimination at work, you just need to begin by getting organized – and this post outlines the best way to do just that.