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What is workplace retaliation?

Workplace retaliation occurs when an employee is punished for exercising their rights in a Texas workplace. The punishment can look like termination, poor performance reviews, discipline, verbal abuse, constructive discharge or demotion. Some employers may even make unfavorable changes in the hours or environment of the employee. Workplace retaliation can have consequences for the employer, such as double back wages, damages for emotional distress, reinstatement of an employee and punitive damages or penalties. Fortunately, laws are in place for the protection of employees.

What is workplace retaliation?

Workplace retaliation can take many forms and typically occurs when an employer is unhappy with an employee’s legally protected actions. Workplace retaliation often includes a lack of promotion, demotion, verbal or emotional abuse, disciplinary action, constructive discharge, termination and poor performance reviews. The employee can choose to take legal action if they’ve suffered from workplace retaliation.

To prove workplace retaliation, you must show that you engaged in a protected activity, you were punished, and the protected activity was the cause of the punishment. Different examples of protected activity include reporting harassment to management, filing a complaint, requesting overtime pay, resisting sexual advances, complaining about discrimination, discussing your level of pay with other employees or requesting time off.

Who can you contact for legal assistance?

If you believe you’ve suffered from workplace retaliation, an attorney may offer assistance to ensure that you receive the compensation you deserve. Your attorney might review the details of your case and the evidence while also offering mediation services to work toward a settlement. An attorney may inform you of your worker rights and retaliation laws, which exist to help employees speak out. You might want to schedule a consultation to discuss your case and learn about the compensation you could be eligible for.