Speaking up can be difficult, but it is important, especially when safe working conditions and patient safety are at risk. It’s widely acknowledged that healthcare professionals are expected to voice concerns to achieve positive consequences, such as enhancing patient care outcomes and improving job satisfaction. However, because speaking up can also bring about workplace retaliation in healthcare, some healthcare professionals become apprehensive about voicing concerns.
Unfortunately, instances of retaliation are not uncommon. In 2019, Nancy Valla reported critical safety concerns at the Dignity Health St. Mary Medical Center, such as unsafe anesthesia machines and unsterilized surgical tools. The healthcare organization allegedly dismissed her concerns, which led to hostility and ultimately her termination. Due to her experience, Valla filed a lawsuit against the organization, and a jury recently found that the healthcare facility retaliated against her and awarded her $27.5 million.
This article explains the concept of workplace retaliation in healthcare. It outlines methods for healthcare professionals to identify retaliatory practices at work and suggests approaches for addressing workplace retaliation.
What is workplace retaliation?
According to the US Department of Labor, retaliation happens when an employer, either directly or via a person of authority (such as a manager, supervisor, or administrator), takes an adverse action or terminates an employee’s employment for engaging in protected activity or raising concerns.
One example of a retaliation case occurred in 2019, when a female healthcare professional voiced concern over other healthcare employees misusing Benadryl to make overnight patients sleepy or drowsy. After raising her concern, she said that she became a victim of workplace retaliation in healthcare from her supervisor, who gave her a poor evaluation and transferred her to a unit where she did not have proper training.
Workplace retaliation signs: How to identify workplace retaliation in the workplace
It’s important to recognize the signs of workplace retaliation in healthcare so you can protect yourself and determine what appropriate steps to take. US-based law firm Madsen, Prestley & Parenteau provides guidance on the typical signs of workplace retaliation that employees should be on the lookout for:
| Retaliation sign | Description |
| Demotion | An employer lowers your status, limits your job responsibilities, reduces your salary, or prevents you from enjoying seniority privileges associated with your role |
| Being passed over for a promotion or raise | An employer chooses to refuse promoting you or providing a salary raise or bonus despite being deserving of it. |
| Excessive micromanagement | An employer suddenly scrutinizes or examines your work to look for errors or missteps, hounding you to work faster, or constantly instructs you to change direction. |
| Salary reductions or loss of hours | An employer gives you a pay cut or reduces your working hours. |
| Bullying and harassment | An employer directly bullies, intimidates, or harasses you or encourages other employees to do the same. |
| Exclusion | An employer intentionally keeps you out of meetings, training sessions, or workplace activities or social events. |
| Negative performance reviews | An employer suddenly gives you a negative performance review without justification. |
| Termination | An employer terminates your employment, either by firing you (actual termination) or subjecting you to intolerable working conditions to force you to resign (constructive termination). |
Addressing workplace retaliation
Raising concerns at the workplace, especially when patients’ safety is at stake, should not result in retaliation. If you believe that you have been a victim of workplace retaliation in healthcare, here are some steps that you can take to protect yourself from unjust actions:
· Read up on your employee handbook. Make sure that you’re familiar with internal procedures.
· Document everything. Make sure that you’re documenting every record of protected activity, adverse actions taken, and pertinent communications.
· Report adverse actions internally. Make sure that your company’s human resources department knows what you’re experiencing at work.
· Consider seeking legal advice. Consult with an employment attorney to help you understand your rights and determine your next steps.
Effective Approaches for Addressing Workplace Retaliation
If you’re facing workplace retaliation in healthcare, addressing the issue quickly and effectively is essential. Understanding your rights and taking appropriate action can help ensure your safety and well-being, as well as the integrity of your profession. A proactive approach is key to ensuring that you don’t face adverse actions for speaking up about important safety concerns in the workplace.
