Retaliation Lawyers in Naperville & Chicago
Helping Chicago Area Clients Protect Themselves from Retaliation in the Workplace
It is illegal to fire an employee for complaining about a protected activity.
Title VII (and many other laws) prohibit employers from discriminating
as well as retaliating against employees who engage in protected activities,
such as reporting or opposing unlawful employer behavior.
Henson v. Canon Bus. Sols., Inc., 69 F. Supp. 3d 730, 737 (N.D. Ill. 2014).
Fish Potter Bolaños, P.C. has extensive experience representing
clients who experience employer retaliation as a result of filing a number
of different employment law claims.
Common suits we handle involve:
Our attorneys are here to help! Schedule your initial case review by calling us at
(312) 818-2407 or fill out our
online form today.
What Is a Retaliation Claim?
A retaliation claim is an employer filing a legal action against an employee
who acted on a clear belief that the employer engaged in activity that
went against Equal Employment Opportunity laws (EEO).
EEO laws are in place to ensure employers do not penalize applicants or
employees who assert their right to not face discrimination and/or harassment
in the workplace.
Additionally, EEO laws protect an employee who:
- Filed or witnessed an EEO charge, complaint, investigation, or lawsuit.
- Communicated with a superior about what they felt was employee discrimination
- Refused to follow orders that could result in discrimination.
- Resisted advances of harassment or protected others from harassment.
- Requested accommodations for a disability or religious practice.
- Requested salary information from coworkers or superiors.
Common forms of employer retaliation include:
- Giving a performance evaluation that is lower than it should be.
- Transferring an employee to a less desirable position than their current position.
- Engaging in physical or verbal abuse.
- Increasing performance scrutiny with no actual cause.
- Making it harder for the person to maintain a healthy work/life balance.
A plaintiff may present “smoking gun” direct evidence of causation
which requires “something akin to an admission” of retaliation
by an employer. A plaintiff may also demonstrate the requisite causal
link by constructing a “convincing mosaic” of circumstantial
evidence, relying on “suspicious timing, ambiguous statements […],
and other bits and pieces from which an inference of retaliatory intent
might be drawn.”
Henson v. Canon Bus. Sols., Inc., 69 F. Supp. 3d 730, 739–40 (N.D. Ill. 2014).
Different laws require different proof to prove a retaliation claim. Count
on the Naperville & Chicago retaliation attorneys at
Fish Potter Bolaños, P.C. to effectively defend your legal rights. Contact us at
(312) 818-2407 to learn more about how we can help.