Bluestone Law Represents Victims of Retaliation in the Workplace
At Bluestone Law, we specialize in representing victims of retaliation in the workplace. If you have reported or protested against any “protected activity” at your place of employment, it is illegal for your employer to retaliate against you. Retaliation can manifest in various forms, including termination, demotion, disciplinary action, reduction in work hours, salary cuts, denial of promotions, bonuses, or other employment benefits. If you suspect that you have been unjustly targeted or dismissed after reporting any “protected activity” to your employer or an external agency, it is crucial to consult a qualified attorney.
“Protected activities” that may lead to retaliation are:
Reporting Unsafe or Unhealthy Working Conditions: If you have voiced concerns about workplace safety or health hazards, you should not face adverse actions in response to your reports.
Reporting Harassment or Discrimination: Retaliation can occur in various forms after an employee reports harassment or discrimination. This may include actions such as termination, demotion, relocation, reduction in work hours, and more.
Reporting Wage and Hour Violations: If you have reported wage violations, such as not being compensated for hours worked, not receiving uninterrupted meal or rest breaks, you should not be subjected to retaliation.
Taking Medical Leave: Every employee has the right to medical leave. If you face backlash from your employer after taking medical leave, it is unlawful.
Reporting Fraud: Retaliation can occur after an employee reports fraudulent activities or other illegal conduct by their employer. Retaliatory actions could include wrongful termination, demotion, or other forms of retribution.
Whistleblowing: If you report illicit activities at your workplace to your supervisor or an external government agency, you should not face the risk of job loss. If you have knowledge of the misuse of government funds, you may be eligible for rewards. Reach out to us for assistance.
Taking Time Off for Childbirth or Illness: Both the Family Medical Leave Act (FMLA) and the California Family Rights Act (CFRA) protect employees from retaliation after welcoming a new family member or dealing with severe illness, whether personal or involving a loved one.
Requesting Disability Accommodations: You are entitled to request reasonable accommodations for disabilities without facing repercussions.
Seeking Compensation for Retaliation:
Victims of retaliation can pursue compensation for lost wages, emotional distress, and, in certain cases, punitive damages, attorney’s fees, and costs. Importantly, even if an employee’s initial complaint was factually incorrect, they are still safeguarded against retaliation as long as they reasonably believed their complaint was warranted.
If you have experienced any form of workplace retaliation and suffered damages as a result, contact Bluestone Law for guidance and representation. We offer risk-free consultations, and our fees are contingent upon winning your claim. We are dedicated to advocating for your rights and ensuring that you receive the justice and compensation you deserve.