Is your employer threatening to take action against you after you sue them for workplace discrimination? Are you becoming a victim of unlawful retaliation for exercising your civil rights under the anti-discrimination laws?
Many employees face unlawful retaliation, but the civil rights act protects them. So, if you find yourself in such a situation, you need to contact an experienced discrimination attorney to file a retaliation claim.
Various federal laws approved by the federal government and individual state laws protect employees from this illegal conduct and adverse employment action.
State and federal labor laws forbid employers from retaliating against employees’ legally protected actions. In other words, they are legally prohibited from retaliating against employees by filing a complaint or report with internal or external authorities.
This includes punishment for protected activities like reporting safety issues to OSHA, contacting human resources about discriminatory policies, or reporting illegal activity to law enforcement. The same applies to employees who make complaints regarding their wages.
It is illegal to terminate, demote, harass, refuse promotion, alter benefits, change job assignments, or otherwise retaliate against an individual for filing a complaint or lawsuit against an employer for discrimination or harassment or to receive deserved benefits under various labor laws.
Retaliatory actions range from harassment to demotion to salary loss or reduced hours. They can also be disguised as routine reassignment or a reason for termination that tries to seem legitimate.
If federal employees suspect their employer or manager is retaliating against them, they should contact our retaliation attorney to get a free consultation. Our team will hear them out and can help them build a case to ensure proper compensation.
Workplace retaliation can happen due to an employee refusing to commit an illegal act, requesting leave, or filing against the employer. Filing against the employer can result from being deprived of rightful facilities like reasonable accommodations.
Mostly, filing against the employer is due to workplace discrimination. Underlying are the types of discrimination most commonly leading to such a situation:
Our knowledgeable retaliation attorneys are here to help you prove retaliation and find justice while keeping a smooth and healthy attorney-client relationship.
The Equal Employment Opportunity Commission (EEOC) under Federal law protects employees from cases of workplace discrimination or retaliation. Unlawful employer retaliation includes cases like:
Working with a workplace retaliation attorney can help you determine a reasonable estimate based on the circumstances of your case. Still, there is no guaranteed amount until your settlement has been finalized.
The average claim in California value is approximately $40,000, so if you have suffered retaliation or harassment from your employer, it’s worth talking to a workplace retaliation lawyer.
To file an employer retaliation claim, we advise employees to contact our employment lawyer for legal assistance and guidance throughout their retaliation case. Federal law protects employees from unfair treatment in the workplace to create a stable, healthy working environment, but federal laws are also extensive and difficult to navigate.
Our employment attorneys are equipped with the knowledge and experience that provides the most manageable and beneficial experience for you. If you have evidence that supports your discrimination claims, contact our retaliation attorneys and start the process today.
Employees face retaliation every day, and it often goes unpunished. Use the power of the Equal Employment Opportunity Commission, Civil Rights Act, Employment Act, and every other resource that’s been established to protect employees from any adverse employment action.
There are very few instances where overtime pay is not required federally or by state law. Generally, the law obligates employers to pay overtime. You should contact a law firm to file a retaliation lawsuit against your employer if they don’t.
According to the California Department of Industrial Relations, “California law requires that employers pay overtime, whether authorized or not, at the rate of one and one-half times the employee’s regular pay rate for all hours worked more than eight up to and including 12 hours in any workday. For the first eight hours of work on the seventh consecutive day of work.”
If your overtime has gone unpaid as a negative action, you may be entitled to compensation.
Right away, the right thing to do is to document everything relating to the unlawful activity. Rather than speak to someone over the phone or in person, use text or email.
Either method allows your conversation to be recorded and may be used as evidence if legal action is necessary. Oftentimes, clients will try to take matters into their own hands.
For example, employees think if they secretly record in-person conversations, the recording will be the proof they need. Not only are secret recordings illegal in California, but there’s a chance the illegal recording can’t be used as evidence at all.
If you suspect your employer is acting unlawfully, contact our office immediately. Our intake staff will get the information needed for an attorney to guide you through this process.
We will handle your case on a contingency fee basis, which means, you don’t pay a thing unless we win or settle your case.
We pay all case costs and expenses from start to finish. You pay $0 out of pocket expenses. If your case is unsuccessful for any reason, you owe us nothing, we guarantee it.