Minnesota workplaces should give all of their workers consistent and fair treatment. Your employer should not burden you with stricter standards just because of your race, gender, disability or other identifying factors. But what if you notice a worker of a different gender or race receives lighter treatment than you? It may come across as discriminatory behavior.
As the EEOC explains, sometimes a workplace deviates from consistent treatment of employees in a lawful manner. The circumstances of why your boss or superior treats another worker differently than you may dictate whether you have a valid case of workplace discrimination.
A higher profile position
If you find yourself sanctioned, perhaps by losing a work privilege, it may be because you have a higher profile role in your workplace. Other workers are more likely to be aware of your activities. You may have greater responsibilities than most of your fellow employees. As a result, you have higher behavior or performance standards than other people in your workplace.
Prior deficiencies in work history
If you notice your employer suspending or sanctioning a worker for a failure to perform while only issuing a warning to another employee for the same offense, it may come off as retaliation or discrimination. Still, there may be another explanation. The sanctioned worker may have committed other deficiencies in performance, and the current offense was just the latest one.
Problems with the workplace
You may be certain you will receive a promotion since you have a work history that merits it. But then a superior tells you that your employer will have to delay the promotion. While it could be discrimination, it might also be due to problems with the business. Your workplace may be going through a financial downturn and has to delay certain pay raises and perks until a later time.
Explaining inconsistent treatment
Your employer should be aware that treating you differently from other workers could provoke a misunderstanding and explain the reasoning behind the action. This may help you determine if your employer has performed according to lawful actions or is trying to cover for discriminatory behavior.