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Other acts to oppose discrimination are protected as long as the employee was acting on a reasonable belief that something in the workplace may violate EEO laws, even if he or she did not use legal terminology to describe it.Д®ngaging in EEO activity, however, does not shield an employee from all discipline or discharge. Participating in a complaint process is protected from retaliation under all circumstances.

asking managers or co-workers about salary information to uncover potentially discriminatory wages.

requesting accommodation of a disability or for a religious practice.

resisting sexual advances, or intervening to protect others.

refusing to follow orders that would result in discrimination.answering questions during an employer investigation of alleged harassment.communicating with a supervisor or manager about employment discrimination, including harassment.filing or being a witness in an EEO charge, complaint, investigation, or lawsuit.For example, it is unlawful to retaliate against applicants or employees for: Asserting these EEO rights is called 'protected activity,' and it can take many forms. The EEO laws prohibit punishing job applicants or employees for asserting their rights to be free from employment discrimination including harassment. Written by EEOC staff, this article ran in the summer 2015 issue of The Federal Manager.

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Learn more about what constitutes retaliation, why it happens, and how to prevent it. As EEOC works to address this issue, you can help. Retaliation is the most frequently alleged basis of discrimination in the federal sector and the most common discrimination finding in federal sector cases.

Retaliation: Considerations for Federal Agency Managers