Woodland Hills Retaliation Attorney

Retaliation Defense for California Employees

When employees notice their employers may be engaging in unsavory or illegal activity, they may hesitate to go to the authorities. They may fear jeopardizing their own standing in the workplace by filing a complaint. If they take action against an employer, who will protect them when the employer realizes who spoke out against them?

Many workers don't realize, however, that state and federal law protects them in these circumstances. This form of vengeful misconduct from employers, call retaliation, is often grounds for legal action. In some cases, an employee speaking to the authorities about an employer's wrongdoing will be protected under whistleblower laws.

If you have been the target of retaliation, our Woodland Hills retaliation lawyers are ready to hear from you. We have recovered millions in compensation for California workers who have been mistreated in the workplace. Our attorneys know what it takes to secure results for our clients both in and outside the courtroom.

Contact our law firm today at (818) 918-5522 to start exploring your options. We are ready to listen to your story.

Protected Activities in the Workplace

Employees and job applicants have the right to engage in certain protected activities without retaliation. These activities are considered rights under the Equal Employment Opportunity Commission (EEOC).

Activities that are protected from workplace retaliation include:

• Discussing discrimination or harassment with a supervisor or manager
• Participating in a workplace investigation, such as a sexual harassment investigation
• Requesting reasonable disability or religious accommodations
• Discussing salary information with co-workers or managers
• Filing or participating in a charge or lawsuit related to the EEOC
• Refusing to commit illegal acts by order of the employer

In general, employers are not permitted to take action to discourage future resistance to illegal, discriminatory, or harassing practices.

Substantiating Workplace Retaliation

Often, it is difficult for employees to know for certain if they are a victim of retaliation. This is because most employers know to produce an auxiliary reason for taking adverse action against the employee in question. It takes diligent representation to collect the necessary evidence and testimony to compellingly put forth a retaliation claim.

Employers can retaliate against an employee through:

• Unlawful termination
• Reassignment to a different department or shift
• Relocation
• Demotion
• Denial of raises or promotions
• Salary reduction

Employers may otherwise attempt to create a hostile work environment as an act of retaliation. They may spread false rumors, threaten to report the employee to authorities, or otherwise increase scrutiny on the employee.

To prove retaliation, you must show evidence that you engaged in a protected activity. You must then indicate that your employer took action against you in response.

Some documentation and factors that can prove a claim of retaliation include:

• Negative evaluations after a consistent history of positive reviews, starting after your report
• Direct statements from an employer indicating they have a negative opinion about your engagement in a protected activity
• Any proof of disparate treatment, where other employees are given more leniency than you in certain situations
• The timing of your employer's actions, such as when you were fired or demoted

Our firm can assist you in these circumstances and ensure that your rights and interests are thoroughly asserted before the law.

Let us help you pursue justice in your retaliation suit. Our experienced attorneys are ready to speak with you. Request a consultation with us today.