Outten & Golden attorneys are knowledgeable about what types of conduct are legally protected from retaliation. We have experience negotiating settlements for our clients based on retaliation claims; pursuing requisite administrative charges, for example through the Equal Employment Opportunities Commission; and successfully litigating retaliation claims.
Federal and state statutes often prohibit employers from retaliating against employees for reporting or complaining about employers' unlawful conduct, whether it is discrimination, sexual harassment, wage-and-hour violations, or securities fraud. Conduct protected from retaliation can include making internal complaints, filing administrative charges or lawsuits, or participating in investigations. The employee does not necessarily need to be correct that the employer acted unlawfully in order to be covered by these statutes; he or she only needs to have a good-faith belief that the employer acted unlawfully. Retaliation can range from termination to denial of a promotion, an unwanted transfer, an undesirable change in work assignments, or some other adverse action that would deter an employee from reporting or complaining about employer misconduct.