Scenario: If a person who is excercising their rights because they have been subjected to harassment and a hostile work environment and identifies a statute that it is covered under Title VII, ADEA, ADA, EPA, etc. In retaliation for complaining about a protected activity the person(s) gets terminated. The union arbitrates the case and the final result is that the employee will return back to work and he/she will get retroactive pay. The employee goes back to work with the same person who has been harassing and subjecting him/her to a hostile work environment. What happens then? I am curious to learn how they will be protected from further retaliation.
Thank you.