The Federal Civil Rights Act makes in unlawful for an employer to discriminate against an employee because of the individual’s race, color, religion, sex, or national origin. Not only does the Federal Civil Rights Act protect employees from discrimination, it also protects employees from retaliation.
In the broadest sense, retaliation is when an employer takes a materially adverse action (i.e. refusing to hire, firing, demotion, suspension without pay, or some other material change in the terms or conditions of employment) because an employee asserts his rights protected by the law.
The Federal Civil Rights Act protects employees from retaliation because he has opposed a practice made an unlawful employment practice under Title VII. This is often referred to as the “opposition clause.” It also protects employees from retaliation because he has made a charge, testified, assisted or participate in any manner in an investigation, proceeding, or hearing under Title VII. This is often referred to as the “participation clause.”
Victims of retaliation may be able to obtain monetary damages, as well as, their attorney fees and costs. If you have suffered from retaliation in the workplace, please contact the employment lawyers at LaBar & Adams, P.A. in Orlando at 407-835-8968 or fill out the online form located on our website.