Retaliation is a top concern for employees who wish to do the right thing and speak out against discrimination and harassment in the workplace. Employers who retaliate against employees for reporting such concerns are intentionally making employees afraid so they can continue their unlawful employment practices.
Our skilled Nashville retaliation lawyers have significant experience handling retaliation claims for employees throughout Tennessee. Contact us online or by calling the number above.
Federal Protections from Unlawful Workplace RetaliationFederal and Tennessee law protect employees who oppose unlawful discrimination or harassment at work based on age, race, color, creed, religion, national origin, sex (including pregnancy, sexual identity, and sexual orientation), and disability.
To be protected from retaliation under federal and state law, you must have engaged in “protected activity” and suffered an “adverse employment action.”
Protected Activity“Protected activity” generally means you opposed what you believed was an unlawful employment practice. While vague complaints may not constitute “protected activity,” a complaint does not need to be formal, but best practice is to submit a complaint in writing and retain a copy for your records.
Common examples of protected activity in the context of workplace discrimination or harassment include:
Importantly, the employment practice you oppose does not need to be unlawful if you had a good faith belief that the practice is unlawful. For example, reporting potential discrimination to human resources constitutes “protected activity” even if the alleged discrimination turns out to be lawful. Also, if you act as a witness in a workplace discrimination investigation or advocate on behalf of another employee then you are likely protected as well.
Adverse Employment ActionUnder federal law, an adverse employment action is any harmful employer action that could “dissuade a reasonable worker from making or supporting a charge of discrimination.” Burlington N. & Santa Fe Ry. v. White, 548 U.S. 53, 57, 126 S. Ct. 2405, 2409 (2006).
Common “adverse employment actions” include:
To support a retaliation claim, you must show a legal connection between your protected activity and the adverse employment action taken against you. In defending retaliation claims, employers often claim that the employee did not engage in protected activity or, alternatively, that the decision maker who terminated the employee had no knowledge of the protected activity.
However, direct evidence of an employer’s knowledge is not required; rather, knowledge can be imputed or inferred based on factors such as the size of the employer, processes used in prior personnel decisions (including individuals who were consulted), and the timing of the adverse employment action in relation to the protected activity. Generally, the sooner the adverse action occurs after you engage in protected activity the stronger the retaliation claim. Conflicting stories often create credibility determinations for a jury to decide.
Overview of Federal and Tennessee Anti-Retaliation LawsIn Tennessee, employees are protected against retaliation for reporting discrimination or harassment by Title VII of the Civil Rights Act of 1964 (Title VII) and the Tennessee Human Rights Act (THRA).
Our knowledgeable retaliation attorneys in Nashville file complaints on behalf of Tennessee workers and seek maximum compensation for what they have endured.
Title VIITitle VII is a federal anti-discrimination law that applies to employees across the U.S. Title VII provides robust protections against retaliation for workers.
The THRA is Tennessee’s anti-discrimination law that prohibits discriminatory behaviors in the workplace.
You deserve justice for the workplace retaliation you have suffered.
Contact our experienced Nashville retaliation attorneys online or at the number above for a free online case review.