Charlotte Retaliation Lawyer

An employer may not fire, demote, harass, or otherwise “retaliate” against an individual for complaining about discrimination in the workplace, filing a charge of discrimination, participating in a discrimination proceeding, or otherwise opposing discrimination.  The same laws that prohibit discrimination based on race, color, sex, religion, national origin, age, and disability, also prohibit retaliation against individuals who oppose unlawful discrimination or participate in a discrimination proceeding, such as an Equal Employment Opportunity Commission Charge or a lawsuit.

The law also protects individuals who have a close association with someone who has engaged in protected activity. For example, it is illegal to terminate an employee because his spouse participated in an employment discrimination litigation.

An employer engages in unlawful retaliation when it takes an adverse action against someone in order to try and keep them from opposing or reporting discrimination, or participating in a discrimination proceeding.  Examples of adverse actions include:  termination, demotion, harassment, refusal to hire, denial of a promotion, unjustified negative evaluations, or unjustified negative references. Generally, any act that is likely to deter reasonable people from pursuing their rights can constitute an adverse action.

Retaliation is among the most serious legal violations an employer can commit, and it is not unusual for judges and juries to react very unfavorably to employers who retaliate. I have deep experience in retaliation law. If you have been the victim of retaliation in the workplace, we encourage you to contact us.