In retaliation law, there are very short time limits to complain, to bring a complaint to the attention of the EEOC, and to file suit.
Federal and Texas anti-retaliation law affords employees protection unlawful retaliation. Retaliation is one of the fasting growing forms of wrongful termination and, because it’s easier to prove than unlawful discrimination, one of the biggest concerns for Texas employers.
Under federal and Texas law, an employer may not discharge or otherwise retaliate against an employee for, filing an EEOC or TWC charge of discrimination; participating in an EEOC or TWC investigation; reporting unlawful discrimination, harassment, or retaliation to an employer; participating in an employer’s workplace discrimination or sexual harassment investigation; filing an unpaid overtime complaint with the U.S. Department of Labor; filing an unpaid overtime complaint with an employer; filing for or receiving Workers Compensation benefits; taking or intending to take maternity leave or other FMLA leave and refusing to perform an illegal act among some other limited matters.
Strong retaliation cases usually include evidence that the employer did not treat everyone equally, failed to observe its own company policies, or made derogatory or offensive comments directed at the employee’s actions to protect themselves.
We handle cases all over the United States in team-approach coordination with other lawyers. We have been involved in or litigated cases in Arkansas, California, Florida, Georgia, Illinois, Louisiana, Mississippi, Nevada, New Mexico, Ohio, North Dakota and Texas among other states