Employees have a right to be free from employment discrimination or unlawful harassment. Employers are prohibited from retaliating against employees because the employee reported or opposed unlawful discrimination, harassment, or what the employee reasonably believed to be violations of state or federal laws. Retaliation becomes unlawful when the employer punishes or otherwise engages in adverse employment conduct against an employee. Examples of adverse employment conduct include, but are not limited to: 

• Termination of employment;

• Reduction in hours;

• Negative work evaluations;

• Loss of working shifts;

• Transfer to a less desirable position;

• Engage in verbal or physical abuse;

• Threaten to make, or actually make reports to authorities (such as reporting immigration status or contacting the police);

• Increased scrutiny; or

• Spreading false rumors, treat a family member negatively (for example, cancel a contract with the person's spouse).

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However, reporting or opposing unlawful conduct does not shield an employee from lawful discipline or termination. Employers are free to discipline or terminate employees if the reason for such discipline is motivated by non-retaliatory and non-discriminatory reasons that would normally result in such adverse employment action. For instance, an employer is still able to terminate an employee for threats of violence, failing to show up for work for no reason, or declining to do work or meet other legitimate work requirements. 

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If you believe you have been a victim of retaliation for having reported or opposed discrimination, harassment, or violations of state or federal law, contact our law office. Our experienced employment attorney will review your case and help you assert your rights. 

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