Retaliation

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 speaking to a superior, filing a complaint with Human Resources, filing a charge with the Equal Employment Opportunity Commission, participating in an investigation or related legal proceeding, or any other type of conduct opposing discrimination. 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.

If you believe you have been subjected to retaliation for reporting or complaining about employers' unlawful conduct, please contact the firm through the ”Contact Us" form or by calling us in the New York, San Francisco or Washington, DC office (see bottom of page for phone numbers) to begin the Outten & Golden intake process.