Retaliation

Recently in the case of Crawford v. Metropolitan Gov’t of Nashville County 211 Fed Appx 373, the United States Supreme Court held that protections under Title VII’s anti retaliation provisions extend to an employee who speaks out about discrimination not on his or her own initiative, but in answering question in the employer’s investigation. This simply means that employees with knowledge about illegal activity can freely discuss the same in an investigation without being fearfully of being retaliated against.

Retaliation occurs when an employee complains about unlawful activity the of the employer or an agent, supervisor or manager of latter and the employee is subjected to “adverse employment action.” Such action can be a reprimand, demotion, loss of a benefit, change of schedule to an undesirable shift, assigning undesirable duties, demotion or termination.

If you feel that you have been retaliated against by your employer for exposing an illegal activity on the part of your employer, you should contact Employment Law Team. Our Orange, Los Angeles, and Riverside retaliation attorneys have litigated many similar cases and can provide you with a free consultation.

You should remember that it is unlawful for an employer to retaliate against an employee for his or her complaining of instances of sexual discrimination, racial discrimination, national origin discrimination, disability discrimination or sexual harassment, or his/her agreeing to or actually offering testimony during an investigation of a claim or in court or other hearings involving a case alleging discrimination, harassment, failure to accommodate or failure to provide required medical leave.