Employer Retaliation Lawyer

Title 7 of the Civil Rights Act of 1964 bans employers from taking retaliatory action against workers for a range of issues. This Federal legislation, as well as other whistleblower protection laws, prohibits employers from taking adverse actions against individuals for certain protected conduct.

Employers may not retaliate against the following Protected Conduct:

Employer Retaliation Lawyer

  • Opposing discrimination
    • Reporting discriminatory action
    • Participating in a discrimination hearing, such as speaking as a witness
    • Cooperating with an investigation into discrimination
    • Picketing in opposition of discrimination
    • Refusing to obey a discriminatory order
  • Refusing to participate in illegal activities
  • Reporting illegal activity
  • Reporting sexual harassment
  • Requesting reasonable accommodations for a disability
  • Requesting time off covered by the Family Medical Leave Act, such as:
    • Having a baby
    • Adopting a baby
    • Caring for a sick relative
  • Seeking worker’s compensation

Although many think of termination as the only retaliatory measure, there are many other negative actions that can be taken against an employee for standing against discrimination or for taking protected time off. All of these adverse actions are illegal in response to the above conducts, but some are harder to prove than others. These retaliatory acts can include:

  • Decreased hours or pay
  • Demotion
  • Denial of promotion or raise
  • Exclusion from workplace meetings or decisions
  • Harassment or verbal abuse
  • Increased surveillance
  • Negative performance review
  • Refusal to hire
  • Relocation or reassignment
  • Threats
  • Pressure not to pursue rights

If an employer takes any of these steps or allows employees to take them against others in response to protected conduct, they are in violation of Federal law and can be held legally accountable. Contact the Employment Law Attorneys at Powers Law Firm to find out your legal options.