As an employee of any company, you expect to be treated fairly and with respect at all times.
If you have been disciplined at work, demoted, or fired for a right protected by federal or state laws, it could be considered retaliation. If this is true, there are steps you can take to protect yourself moving forward.
It is a common myth that an employer has the right to demote or terminate an employee for any reason. This is not true, as there are federal and state laws meant to protect employees against retaliation.
Demotion, termination, and harassment are the most common forms of retaliation. These can come about because of the following:
— Complaining to a supervisor that you are being sexually harassed
— Filing a claim for workers’ compensation benefits
— Taking a leave that is protected by the Family Medical Leave Act, also known as FMLA
— Reporting fraudulent activity
— Complaining about hour and/or wage related issues
— Reporting discrimination, such as that related to age, religion, sex, or race
Even though termination is often a form of retaliation, it is not the only action to be aware of. If you were demoted from one position to another, for example, it could also be considered a retaliatory action.
It is easy to think it will never happen to you, but your employer could retaliate against you at any time. If this happens, you want to learn as much as you can about your legal rights. You can get started on our page dedicated to workplace retaliation.