Upon going to my HR rep for a sexual harassment of a chines official my VP of LOD sent me notice of having to report whenever away from my desk for 5 minutes, including bathroom breaks and getting coffee. In the email that was sent was also my HR rep and was advise not only to notify once leaving desk but also upon my return with a time note. I have rechecked our employee handbook and there is nothing in there stating this as a procedure or policy. The department has well over 75 people in it and I was the only one singled out. Upon this I was a team leader in a department and could not effectively do my job and the humiliation was intolerable. I requested transfer to an opening in another department and was denied. I took a week off to gather myself and upon returning was given 2 hours to train a temp to take over my permanent position and was reassigned to doing invoices.
If you complained about sexual harassment to a member of management with the power to hire/fire, and then were subjected to disparate treatment (worse/different conditions than your colleagues), then you may have a valid retaliation case. Speak with an attorney about the nuances that would constitute a strong retaliation case.
It is generally unlawful to retaliate against an employee for complaining about sexual harassment or gender discrimination. From what you have written, it sounds like you may have a case. You should speak to a qualified employment law attorney.
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