Miami Retaliation Lawyer

The Equal Employment Opportunity Commission and courts have found that an employee or applicant engages in protected activity when using the employer’s internal reporting mechanism to complain about unlawful employment practices carried out by the employer or its agents. The same is true of informal complaints to a supervisor. See Rollins v. Fla. Dep’t of Law Enf’t, 868 F.2d 397, 400 (11th Cir. 1989).

For example, an internal report of a hostile work environment based on a protected classification (gender, race, etc.) are generally protected, as well as a report alleging retaliation for engaging in earlier protected activity. Other actions opposing discrimination are typically protected as long as the employee or applicant was acting on a reasonable belief that the company was violating an employment law. The employee’s or applicant’s belief must be objectively reasonable in light of the circumstances.

Engaging in activity regarding an employer’s equal opportunity practices, however, does not render an employee immune from discipline or discharge. An employer may discipline or discharge an employee for any reason or no reason at all as long as the decision is not motivated by retaliatory animus.

There are similar protections under Florida state law. For instance, the Florida Civil Rights Act (“FCRA”), which applies to employers with 15 or more employees, offers similar protections to Title VII. When addressing claims under the FCRA, Florida courts follow the analysis under Title VII.

Retaliation claims are very fact specific. Lawyers from BT Law Group have extensive experience advising clients about, and litigating, claims of retaliation. If you believe you have been retaliated against or need advice regarding the investigation or defense of such claims, then contact the attorneys at BT Law Group for a consultation.