How do you recognize inconvenience discrimination?

On Behalf of | Apr 4, 2022 | Employment law

Inconvenience discrimination isn’t an official term, but it does refer to something that happens in many workplaces in the United States. At its core, inconvenience discrimination is when your employer discriminates against you and retaliates because you’ve caused them some kind of inconvenience by taking time off. This time may or may not have been taken off for a protected reason.

The reason that you took time off for work can play a role in how this case moves forward. For example, if you took time off for a vacation and came back to a new schedule that puts you at work during times when you previously explained you couldn’t work, this could be a retaliatory effort by your employer. Their actions wouldn’t necessarily be unacceptable in the case that they changed the schedule like this before, but if they have done it in response to you taking time off, then that could be problematic.

Your employer should be reasonable when accommodating employees

Employers aren’t responsible for accommodating everything that their employees want to do. However, they are responsible for not being discriminatory or retaliatory when an employee needs time off and takes it appropriately. If you take a vacation week that is provided by the company, you shouldn’t be coming back to shifts you can’t work because your manager couldn’t manage the workload while you were gone and is now retaliating against you to make your life harder. That kind of behavior just isn’t acceptable and is, at the very least, harassing behavior.

Victims of discrimination and harassment deserve a voice

You do deserve to know your options if you’ve been a victim of discrimination or harassment at work. If your employer is harassing you or violating your rights as an employee because you took time off for religious reasons, a vacation that was approved in advance or other purposes, then you may be able to pursue a claim against them. You should not be retaliated against because your employer has not planned for someone to take time off due to normal issues like illnesses, taking care of a sick child or going on scheduled vacations.