What does the term ‘retaliation’ mean in the context of OSHA?

In the context of OSHA, retaliation refers specifically to adverse actions taken against an employee for reporting safety violations or exercising their rights under occupational safety and health laws. This can include negative reactions such as termination, demotion, denial of overtime, or any form of discrimination that inhibits an employee's ability to voice safety concerns or assert their rights to a safe workplace.

OSHA explicitly prohibits such retaliatory actions to protect workers and promote a safe environment. The rationale behind this is to encourage employees to report hazardous conditions without fear of retribution, ensuring that workplaces remain compliant with safety regulations.

The other options do not align with the definition of retaliation. Positive feedback for reporting safety violations (the first option) suggests a supportive action rather than an adverse one. Incentives for safety adherence (the third option) imply rewards, which contrasts with the concept of punitive measures inherent in retaliation. Lastly, support for employees reporting hazards (the fourth option) also reflects a protective and encouraging stance, rather than the negative consequences that characterize retaliation.