That said, the following employment decisions may qualify as retaliation:
- Reprimanding, disciplining, or firing you
- Giving you a negative performance evaluation
- Demoting you or transferring you to a disadvantageous position
- Heightening their supervision or scrutiny of your work or activities
- Physically or verbally abusing you
- Spreading false rumors about you or your family
- Retaliating against your family member
- Adding unnecessary obstacles to your work
- Threatening to contact the police or Immigration and Customs Enforcement (ICE)
- Purposefully undermining your work/life balance
Generally, your employer cannot react to an EEO activity in a way that discourages others from exercising their EEO rights in the future.
Proving Workplace Retaliation
Retaliation can be difficult to prove, especially when the employer claims other non-retaliatory and non-discriminatory reasons for the above actions.
When you bring your case to Emejuru Law, our attorney will work to prove the following three elements:
- You engaged in a protected activity;
- Your employer made an adverse employment decision; and
- Retaliation caused your employer’s decision.
Attorney Emejuru has years of experiencing handling these types of claims, and he will not hesitate to take your case all the way to federal court if necessary. Our law firm takes pride in fighting for employees’ rights throughout Maryland and Washington D.C., and we look forward to providing the competent and passionate services you require.