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보복 | U.S. Equal Employment Opportunity Commission
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Farsi)</a></li> <li class="usa-nav__submenu-item usa-language__item"><a class="usa-language__link" href="/ps/sndwnh-ph-pstw-zhbh">پښتو (Pashto)</a></li> </ul> </div> </div> </div> </div> </div> </div> </div> </nav> </header> <main class="usa-section" id="main-content" role="main" > <div class="grid-container"> <div class="grid-row "> <section class="grid-col usa-layout-docs__main"> <div class="region region-breadcrumb"> <div id="block-eeoc-uswds-breadcrumbs" class="margin-bottom-2 block block-system block-system-breadcrumb-block"> <div class="grid-row flex-align-center"> <div class="tablet:grid-col-fill"> <h2 id="system-breadcrumb" class="visually-hidden">Breadcrumb</h2> <ol class="add-list-reset uswds-breadcrumbs uswds-horizontal-list"> <li> <a href="/">Home</a> </li> <li> <a href="/ko/hangugeo-jeongbo">한국어 정보</a> </li> <li> 보복 </li> </ol> </div> <div class="tablet:grid-col-auto margin-top-2 tablet:margin-top-0"> <div class="addtoany grid-row tablet:flex-justify-end"> <div class="block block-addtoany block-addtoany-block"> <span class="a2a_kit a2a_kit_size_32 addtoany_list" data-a2a-url="https://www.eeoc.gov/ko/bobog" data-a2a-title="보복"><a class="a2a_button_print" aria-label="Print"></a><a class="a2a_button_email" aria-label="E-mail"></a><a class="a2a_dd addtoany_share" aria-label="Share the content" href="https://www.addtoany.com/share#url=https%3A%2F%2Fwww.eeoc.gov%2Fko%2Fbobog&title=%EB%B3%B4%EB%B3%B5"></a></span> </div> </div> </div> </div> </div> </div> <div class="region region-highlighted"> <div data-drupal-messages-fallback class="hidden"></div> </div> <div class="region region-content"> <div id="block-eeoc-uswds-content" class="block block-system block-system-main-block"> <article about="/ko/bobog" typeof="schema:WebPage" class="usa-prose page"> <article about="/ko/bobog" typeof="schema:WebPage" class="usa-prose page"> <h1><span property="schema:name" class="field field--name-title field--type-string field--label-hidden">보복</span> </h1> <span property="schema:name" content="보복" class="rdf-meta hidden"></span> <section class="layout layout--twocol-66-33"> <div class="grid-row grid-gap-lg usa-in-page-nav-container"> <div class="main-content-2 layout__region layout__region--content tablet:grid-col-8 margin-bottom-4 tablet:margin-bottom-0"> <div class="block block-layout-builder block-field-blocknodepagebody"> <div property="schema:text" class="usa-prose margin-top-3 clearfix text-formatted"> <div property="schema:text" class="usa-prose margin-top-3 clearfix text-formatted field field--name-body field--type-text-with-summary field--label-hidden field__item"><div class="bg-base-lightest padding-x-1 radius-md"> <h2>보복: 연방기관관리자를 위한 고려</h2> <p>보복은 연방 부문에서 차별의 근거로 가장 빈번하게 주장되는 근거이며 연방 부문건에서 가장 일반적으로 찾아볼 수 있는 차별입니다. EEOC가 이런 이슈를 해결하는 데에 있어서, <strong>여러분들이 </strong><strong>도울 </strong><strong>수 </strong><strong>있습니다</strong>.</p> <p>무엇이 보복으로 성립되는 지, 왜 발생하는 지 그리고 어떻게 예방할 수 있는 지에 대해 <b>더 알아보십시오</b>. EEOC 직원이 작성한 <u><a href="https://www.eeoc.gov/node/25346">본 기사는</a></u> <i>The Federal Manager</i> 의 2015년 여름 간행물에 발간되었습니다.</p> </div> <p>EEO법에서는 희롱을 포함하여 고용 차별을 원치 않는 지원자 또는 직원이 자신의 권리를 주장하는 것에 대해 징벌을 하는 것을 금지합니다. 이러한 EEO 권리를 주장하는 것은 "보호된 활동"이라고 부르며 그것은 여러가지 형태가 있을 수 있습니다. 예를 들어, 다음에 대해 지원자 또는 직원에 대해 보복을 하는 것은 불법입니다:</p> <ul type="disc"><li>EEO charge, 컴플레인, 조사 또는 소송을 접수하거나 증인이 되는 것</li> <li>희롱을 포함하여 고용 차별에 관해 상사 또는 관리자와 의사소통하는 것</li> <li>희롱에 대해 고용주 조사동안 질문에 답하는 것</li> <li>차별을 초래할 수 있는 명령에 따르는 것을 거부하는 것</li> <li>성적 접근을 거부하거나 다른 사람을 보호하기 위해 개입하는 것</li> <li>장애인 편의시설 또는 종교적 관행을 요구하는 것</li> <li>잠재적인 차별적 임금을 확인하기 위해 임금에 대해 관리자 또는 동료에게 물어보는 것.</li> </ul><p>불만처리에 대한 참여는 모든 경우에 보복으로부터 보호받을 수 있습니다. 직원이 그것을 설명하는 데 법적 용어를 사용하지 않았다 하더라도, 직원의 차별에 반대하는 모든 행동은 직장이 EEO 법률을 위반한다는 합당한 믿음 하에 행동하는 한 보호받습니다.</p> <p>하지만 EEO 활동에 참여하는 것이 직원을 모든 징계 또는 해고로부터 보호하지는 못합니다. 고용주는 비징계적 및 비차별적 이유로 인한 경우,자유롭게 직원을 징계 또는 해고시킬 수 있습니다. 하지만 고용주는 장래에 있을 수 있는 차별에 대한 불평/항의를하지 못하게 하는 EOO의 활동에 대응는 일을 할 수 없습니다. </p> <p>예를 들면, 사실에 근거한 직원의 EEO의 활동에 대해 다음을 하는 고용주의 행위는 보복행위가 될 수 있습니다:</p> <ul type="disc"><li>직원을 질책하거나 원래의 성과보다 더 낮게 평가를 할 때,</li> <li>직원을 더 바람직하지 않는 직무로 이동시킬 때,</li> <li>구두적 또는 신체적 남용,</li> <li>기관에 보고를 하겠다고 위협을 하거나 실제 보고하는 것 (이민 상태를 보고하거나 경찰에 연락하는 것),</li> <li>감시를 늘리는 행위</li> <li>거짓 루머를 뿌리고, 가족 구성원에게 부당하게 대우할 때 (예를 들어, 직원의 배우자와 계약을 취소) 또는,</li> <li>임무를 더 어렵게 할 때 (예를 들어, 가족 일정과 상충되게 직무 일정을 의도적으로 변경하여 EEO 컴플레인을 한 것에 직원을 벌하는 것).</li> </ul><p>더 많은 정보는 <i><u><a href="https://www.eeoc.gov/node/17895">질문 및 답변: 보복 및 관련 이슈에 대한 집행 지침</a></u></i> 참조</p> </div> </div> </div> </div> <div class="layout__region layout__region--content tablet:grid-col-4"> <div class="language-switcher-language-url block block-language block-language-blocklanguage-content" role="navigation"> <div class="usa-language__switcher usa-accordion"> <h2 class="usa-accordion__heading" id="language-switcher-heading"> <button class="usa-accordion__button" aria-expanded="false" aria-controls="language-switcher" id="language-switcher-button" 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