Just because something is illegal doesn’t mean it won’t occur. And just as sexual harassment happens in far too many workplaces, too many employers try to control the narrative by actively or passively trying to sweep those allegations under the corporate rug.
But laws like the National Labor Relations Act (NLRA) prevent companies from forbidding their workers from discussing workplace sexual harassment problems or other complaints. Learn other ways companies try to muzzle their employees who speak out against workplace harassment.
Including restrictive non-disparagement clauses
It’s considered to be an unfair labor practice to include these clauses that severely restrict workers’ and former workers’ rights to publicly criticize the company that employs them. Remember that just because something is written in an employment contract does not mean that it will stand up under the scrutiny of the law.
Additional protections exist
When the Civil Rights Act was passed, Title VII voided settlement agreements that stated employees who settle their claims could not assist the Equal Employment Opportunity Commission (EEOC) with its investigations or file charges themselves.
It all seems overwhelming
It sure can seem so when you are in the throes of a workplace sexual harassment complaint. Many workers realize that the deck is stacked against them and simply quit the job where they were subjected to the harassment. When quitting is not an option due to dependents to support and monthly bills, they may have to work while suffering even more harassment on the job.
Learning more about your options under Missouri’s employment laws can be empowering.