Which federal statutes provide protection against retaliatory discharge?

Federal protection against retaliation is primarily established through Title VII of the Civil Rights Act. Additional safeguards are provided by the Americans with Disabilities Act and the Age Discrimination in Employment Act. These statutes prevent employers from punishing staff members who oppose discriminatory practices or participate in related investigations. The laws apply to a wide range of workplace environments across the United States.

What specific activities are considered legally protected in the workplace?

Protected activities include reporting harassment to management or requesting reasonable accommodations for a disability. Filing a formal charge with the Equal Employment Opportunity Commission is also a legally shielded action. Employees are protected when they cooperate with internal investigations or serve as witnesses in court proceedings. Furthermore, opposing discriminatory policies or refusing to follow unlawful orders qualifies as protected conduct. Even informal objections to supervisors about workplace impropriety fall under these legal protections.

Does an employee need to prove discrimination actually occurred to win a retaliation claim?

Proving a retaliation claim generally does not require the employee to demonstrate that the underlying discrimination actually took place. The legal standard typically requires the individual to show a good faith belief that the employer's conduct was unlawful. Evidence must establish that the employee engaged in a protected activity and suffered an adverse action as a result. However, Florida Whistleblower claims may require higher standards of proof regarding the underlying violation. Courts often focus on the timing between the protected act and the punishment received. This protection remains valid even if the original discrimination charge is eventually dismissed.

Besides firing, what other actions by an employer can be classified as retaliation?

Retaliation can manifest through demotions, salary reductions, or the cutting of an employee's scheduled hours. It also includes actions such as issuing unfounded negative performance reviews or excluding workers from necessary meetings. Some employers may create a hostile work environment through isolation or verbal abuse to force a resignation.

What are the primary deadlines for filing a retaliation charge in Florida?

Individuals in Florida have 365 days to file a retaliation charge with the Florida Commission on Human Relations. The deadline for filing a charge with the Equal Employment Opportunity Commission is generally 300 days for employees in this state. Once a right to sue letter is received, the claimant has 90 days to initiate a federal lawsuit. Failing to meet these specific timeframes results in the loss of the right to recover damages.

What types of financial compensation can a plaintiff recover in a retaliation case?

Recoverable damages include back pay, which covers lost wages and benefits from the termination date until a final judgment. Front pay may be awarded if reinstatement to the former position is not feasible due to a strained working relationship. Plaintiffs can also seek compensation for emotional distress, including anxiety, depression, and humiliation. Punitive damages are available in certain cases to punish the employer for malicious conduct. Finally, prevailing parties are often entitled to recover their attorney's fees and litigation costs from the defendant.

How are punitive damage awards capped under federal and Florida state laws?

Punitive damages under the Florida Civil Rights Act are strictly capped at $100,000. Federal law under Title VII uses a sliding scale based on the size of the company, with a maximum cap of $300,000 for large employers. These caps limit the total amount of combined compensatory and punitive damages a plaintiff can receive.

How can BT Law Group, PLLC assist individuals facing retaliatory termination in Miami?

At BT Law Group, PLLC, we leverage our unique background of previously representing management to benefit the employees we serve today. Our team conducts thorough investigations by interviewing witnesses and requesting essential documents through the discovery process. We handle claims before administrative agencies like the EEOC and the Florida Commission on Human Relations while also litigating in state and federal courts. BT Law Group, PLLC works to recover comprehensive compensation for individuals who have been unlawfully terminated.

What is the process for contacting BT Law Group, PLLC to discuss a legal matter?

You can reach BT Law Group, PLLC by calling our Miami office at (305) 507-8506. We are located at 3050 Biscayne Boulevard, Suite 205, and are available for case evaluations. Prospective clients may also complete the confidential form found on our website to provide details about their workplace situation. Our firm represents employees throughout Miami-Dade County who are facing retaliation or other legal issues. BT Law Group, PLLC offers bilingual services, as partner Anisley Tarragona is fluent in Spanish.

Wrongful Termination Retaliation in Miami, Florida

Under Florida and federal law, employers cannot fire, demote, or otherwise punish employees who engage in protected activities like filing discrimination complaints or participating in workplace investigations. If your employer terminated you in retaliation for standing up for your rights, you can hold them accountable.

Miami wrongful termination lawyers Jason D. Berkowitz and Anisley Tarragona of BT Law Group represent employees throughout Miami who have been wrongfully terminated for engaging in protected activities. Both attorneys previously represented employers in the Miami office of a national labor and employment firm, giving them unique insight into how companies and their legal teams approach retaliation claims. That experience now benefits the employees they represent.

This guide discusses what constitutes wrongful termination retaliation under Florida and federal law, what activities are legally protected, how to file a claim with the appropriate agencies, what compensation you may recover, and how legal representation can strengthen your case. You will also learn about the timeline for filing claims and what evidence supports retaliation cases.

Contact BT Law Group at (305) 507-8506 to discuss your termination with Florida employment lawyers Jason D. Berkowitz or Anisley Tarragona.

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What Is Wrongful Termination Retaliation in Florida?

Wrongful termination retaliation occurs when an employer fires an employee because the employee engaged in a legally protected activity. Under federal laws like Title VII of the Civil Rights Act, the Americans with Disabilities Act (ADA), and the Age Discrimination in Employment Act (ADEA), employers cannot retaliate against employees who oppose discrimination, file complaints, or participate in investigations.

Florida law provides additional protection through the Florida Civil Rights Act (FCRA), which prohibits retaliation against employees who report or oppose discriminatory practices. The Florida Whistleblower Act protects employees who report violations of law, rule, or regulation. Additionally, the Miami-Dade County Human Rights Ordinance offers local protections against retaliatory termination.

Retaliation claims typically do not require you to prove that the underlying discrimination or violation actually occurred, except when pursuing Florida Whistleblower claims. You must demonstrate that you reasonably believed the practice was unlawful, that you engaged in protected activity, and that your employer took adverse action against you because of that activity.

Key Takeaway: Retaliation happens when an employer terminates an employee for engaging in protected activity like reporting discrimination, participating in investigations, or filing complaints. Florida law and federal law both prohibit this conduct.

BT Law Group handles retaliation claims throughout Miami-Dade County. Call (305) 507-8506 to speak with Jason D. Berkowitz or Anisley Tarragona about your situation.

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What Activities Are Protected Under Florida and Federal Law?

Both federal and Florida laws protect employees who engage in specific activities related to workplace rights. Understanding what qualifies as protected activity helps you recognize when your termination may be unlawful.

Opposing Discrimination or Harassment

Reporting discrimination or harassment to human resources, management, or outside agencies can be protected. This includes complaints about discrimination based on race, color, national origin, sex, pregnancy, religion, age, disability, or other protected characteristics under Title VII, the FCRA, or the Miami-Dade County Human Rights Ordinance.

Opposing discrimination does not require filing a formal complaint. Informal objections to discriminatory practices, such as telling a supervisor that their conduct violates the law or refusing to follow discriminatory orders, may also qualify as protected activity.

Filing Charges or Complaints

Filing a charge of discrimination with the Equal Employment Opportunity Commission (EEOC), the Florida Commission on Human Relations (FCHR), or the Miami-Dade Commission on Human Rights is protected. Employers cannot terminate you for initiating these formal processes, even if the charge is ultimately dismissed.

The law protects good-faith complaints. You do not need to prove the underlying discrimination occurred, only that you reasonably believed what the employer did was improper.

Participating in Investigations or Proceedings

Cooperating with internal workplace investigations, EEOC investigations, or court proceedings related to discrimination or harassment is generally protected. This includes:

Serving as a witness in an investigation
Providing testimony in a discrimination lawsuit
Responding to questions during an internal HR inquiry
Submitting written statements about discriminatory conduct

Even if you were not the person who initiated the complaint, your participation as a witness or cooperator could be legally protected.

Requesting Reasonable Accommodations

Requesting accommodations for a disability under the ADA, or for pregnancy, childbirth, or related medical conditions under the Pregnant Workers Fairness Act (PWFA), is protected. Employers cannot retaliate against employees who ask for reasonable modifications to their work environment, schedule, or duties to perform their jobs.

Jason D. Berkowitz and Anisley Tarragona can determine whether your activity was legally protected and whether your termination violates federal or Florida law. Contact BT Law Group at (305) 507-8506.

Employment Law Representation in Miami – BT Law Group, PLLC

Jason D. Berkowitz, Esq.

Jason D. Berkowitz is a founding partner of BT Law Group, PLLC. He earned his J.D., cum laude, from the University of Miami School of Law in 2008 and his B.A. from Tufts University in 2003. Before founding BT Law Group, Jason was a partner in the Miami office of a national labor and employment firm representing management exclusively, including many of America’s Fortune 100 companies.

Jason represents employees in cases involving discrimination, harassment, retaliation, wrongful termination, wage and hour disputes, and other employment law matters. He litigates in federal and state courts throughout Florida and before administrative agencies, including the EEOC and Florida Commission on Human Relations. Jason is admitted to practice in Florida and the U.S. District Courts for the Southern, Middle, and Northern Districts of Florida, as well as the U.S. Court of Appeals for the Eleventh Circuit.

Anisley Tarragona, Esq.

Anisley Tarragona is a founding partner of BT Law Group, PLLC. She earned her J.D. from the University of Miami School of Law in 2007 and her B.S.B.A. from the University of Central Florida in 2004. Before launching BT Law Group, Anisley practiced in the Miami office of a national labor and employment law firm representing management exclusively.

Born and raised in Cuba, Anisley is fluent in Spanish and frequently advises Spanish-speaking clients. She represents employees in cases involving sexual harassment, wrongful termination, unpaid wages, discrimination, retaliation, and other workplace violations. Anisley litigates and tries cases in federal and state courts and before administrative agencies and arbitration tribunals. She is admitted to practice in Florida and the U.S. District Courts for the Southern, Middle, and Northern Districts of Florida, as well as the U.S. Court of Appeals for the Eleventh Circuit.

What Acts Can Be Considered Retaliation in Miami?

Retaliation takes many forms beyond termination. Employers may engage in subtler adverse actions that still violate the law.

Termination

Firing an employee shortly after they file a discrimination complaint, report harassment, or participate in an investigation is the most obvious form of retaliation. Courts often find retaliation when terminations occur within days or weeks of protected activity, particularly when the employee had no prior disciplinary history.

Demotion or Pay Reduction

Demoting an employee to a lower position, reducing their salary, or cutting their hours after they engage in protected activity could constitute unlawful retaliation. Employers cannot use these financial punishments to discourage employees from exercising their rights.

Negative Performance Reviews

Issuing unfounded negative performance evaluations after an employee reports discrimination can support a retaliation claim. If your performance history was positive before you engaged in protected activity, a sudden shift to negative reviews may indicate retaliatory intent.

Exclusion from Opportunities

Excluding employees from meetings, training programs, projects, or advancement opportunities after they file complaints can demonstrate retaliation. These actions could create a hostile work environment designed to pressure the employee into resigning.

Hostile Work Environment

Creating unbearable working conditions through excessive scrutiny, unrealistic deadlines, isolation from colleagues, or verbal abuse following protected activity is retaliatory. Constructive discharge occurs when these conditions force an employee to resign.

Retaliatory Action	Example	Legal Impact
Termination	Fired three days after filing EEOC charge	Direct evidence of retaliation
Demotion	Moved from manager to entry-level role	Adverse employment action
Pay cut	Salary reduced by 30% after complaint	Financial harm
Exclusion	Removed from client meetings and emails	Career advancement harm
Negative reviews	First poor evaluation after 5 years of positive reviews	Unfounded performance review

Key Takeaway: Retaliation includes termination, demotion, pay cuts, exclusion from opportunities, and creating hostile working conditions. Any adverse action taken because of protected activity violates the law.

BT Law Group represents employees facing all forms of workplace retaliation in Miami. Call (305) 507-8506 to discuss how Jason D. Berkowitz or Anisley Tarragona can help.

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Who Is Protected Under Retaliation Laws?

Retaliation protections extend beyond the employee who files the complaint. Federal and Florida laws protect several categories of individuals.

Employees Who File Complaints

Any employee who files a discrimination charge with the EEOC, FCHR, or Miami-Dade Commission on Human Rights is protected from retaliation. This protection applies regardless of the complaint’s outcome.

Employees Who Oppose Discrimination

Employees who informally oppose discriminatory practices without filing formal complaints are protected. This includes employees who object to discriminatory policies, refuse to participate in unlawful conduct, or speak out against harassment.

Employees Who Participate as Witnesses

Employees who testify, provide statements, or otherwise cooperate in discrimination investigations or lawsuits may be protected. Employers cannot fire, demote, or punish employees for truthful participation in these proceedings.

Whistleblowers

The Florida Whistleblower Act protects employees who report violations of law, rule, or regulation to the employer or appropriate government agencies. This includes reporting wage and hour violations, safety violations, or other illegal conduct.

Key Takeaway: Retaliation protections cover employees who file complaints, oppose discrimination, participate as witnesses, associate with protected individuals, or blow the whistle on illegal activity.

Contact BT Law Group at (305) 507-8506 if you were terminated after engaging in any protected activity. Jason D. Berkowitz and Anisley Tarragona represent employees throughout Miami-Dade County.

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What Should You Do After a Retaliatory Termination?

Taking immediate action after a retaliatory termination strengthens your legal position and preserves your rights.

Document Everything

Gather and preserve all evidence related to your termination. This includes:

Emails, text messages, or written communications about your protected activity
Performance reviews from before and after your protected activity
Termination letters or notices
Witness contact information
Documentation of your complaint or protected activity
Any evidence showing the timing between your protected activity and termination

Do not rely on access to company systems after termination.

Write Down What Happened

Create a detailed timeline of events, including:

The date you engaged in protected activity
Who you reported the discrimination or violation to
The date of your termination
Any statements made by supervisors or managers
Changes in your treatment at work after your protected activity

Details fade over time. Writing everything down immediately after your termination preserves important information.

File a Charge with the Appropriate Agency

You may be required to file a charge of discrimination or retaliation with the EEOC, FCHR, or Miami-Dade Commission on Human Rights before filing a lawsuit. These agencies will investigate your claim and may attempt to resolve it through mediation.

Under federal law, you generally must file an EEOC charge within 180 days of the retaliatory act. In states with a state or local fair-employment agency (like Florida), that deadline is often extended up to 300 days for covered claims. Under Florida law (§ 760.01 et seq.), you have 365 days to file with the FCHR.

The Miami-Dade Commission on Human Rights enforces the Miami-Dade County Human Rights Ordinance. Filing with this agency may provide additional remedies under local law.

Consult with Legal Representation

Speaking with Jason D. Berkowitz or Anisley Tarragona can help you understand your rights and legal options. BT Law Group can review your evidence, determine the strength of your claim, and represent you in negotiations or litigation.

Early consultation gives you and your legal team time to gather additional evidence and meet filing deadlines. We have experience handling retaliation claims before the EEOC, FCHR, and in state and federal court.

Key Takeaway: Document all evidence, create a timeline, file charges with the EEOC or FCHR within the deadline, and consult legal representation immediately after a retaliatory termination.

Call BT Law Group at (305) 507-8506 to schedule a consultation with Jason D. Berkowitz or Anisley Tarragona about your retaliation claim.

How Do You File a Retaliation Claim in Miami?

If you were punished at work after reporting discrimination, harassment, wage violations, or other unlawful conduct, you may have a retaliation claim. In Miami, these cases commonly begin with government agencies before any court action. The rules and deadlines can be tricky, so many workers choose to get help from an experienced legal professional early on.

Filing with the Equal Employment Opportunity Commission (EEOC)

The EEOC enforces federal laws that prohibit workplace retaliation.

Basic steps:

File your charge: If your situation falls under federal law, you’ll file a formal Charge of Discrimination, usually within 300 days of the retaliatory act (for Florida employees).
Investigation or mediation: The EEOC may offer mediation or investigate and later issue a “right-to-sue” notice, which allows you to take your case to court within a limited time.

A legal professional can shape your charge so it clearly shows the retaliation, track deadlines, handle mediation, and explain what to do after you receive a right-to-sue letter.

Filing with the Florida Commission on Human Relations (FCHR)

The FCHR enforces the Florida Civil Rights Act, which also bans retaliation.

Basic steps:

Check eligibility: Confirm your employer and situation are covered by Florida law.
Submit your complaint: File the FCHR form (online, mail, or fax), usually within 365 days of the retaliatory act.
Dual filing: In many cases, your FCHR charge can be dual-filed with the EEOC.
Outcome: The FCHR investigates and issues a determination, which affects whether you pursue an administrative hearing or a lawsuit in state court.

Your legal team can evaluate your case, whether FCHR, EEOC, or both are best, refine your complaint, respond to your employer’s statements, and guide you on the next steps after the FCHR’s decision.

Filing with the Miami-Dade Commission on Human Rights

Miami-Dade County has its own protections through the Miami-Dade Commission on Human Rights.

Basic steps:

Confirm local coverage: Make sure the employer and conduct are within Miami-Dade County and covered by the county ordinance.
Intake and complaint: Speak with Commission staff, then file a formal complaint within the applicable deadline.
Investigation and resolution: The Commission may investigate, seek documents, interview witnesses, and encourage settlement. It can then issue findings or recommend further action.

A legal professional can explain whether a county complaint is strategic in addition to state or federal filings, prepare your narrative and evidence, and help you navigate communications with investigators.

Why Professional Guidance Matters

A single set of facts may support:

A federal retaliation claim (EEOC),
A state claim under the Florida Civil Rights Act (FCHR), and/or
A county claim (Miami-Dade County Commission on Human Rights).

A legal professional can coordinate these filings, preserve deadlines, avoid inconsistent statements, negotiate from a stronger position, and help you decide if and when to take your case to court. While you’re allowed to file on your own, having knowledgeable guidance can make it easier to protect your rights and pursue a fair outcome.

What Compensation Can You Recover in Retaliation Cases?

Employees who prove retaliation can recover several types of damages designed to make them whole.

Back Pay and Lost Wages

Back pay compensates you for wages lost from the date of termination until the date of judgment or settlement. This includes:

Base salary or hourly wages
Bonuses you would have earned
Commissions
Overtime pay
Benefits like health insurance and retirement contributions

Back pay calculations consider what you would have earned had the retaliation not occurred. Any wages earned from other employment during this period may reduce your back pay award.

Front Pay

Front pay compensates you for future lost wages when reinstatement to your former position is not feasible. Courts award front pay when:

The working relationship is too strained for reinstatement
Your position no longer exists
Reinstatement would create hostility or tension

Front pay continues for a reasonable period, often based on how long it will take you to find comparable employment.

Emotional Distress Damages

You can recover compensation for emotional harm caused by the retaliation, including:

Anxiety and depression
Humiliation and embarrassment
Loss of sleep
Physical manifestations of stress

Medical or psychological treatment records strengthen emotional distress claims. Testimony from mental health professionals can support the severity of your injuries.

Punitive Damages

Under federal law, punitive damages may be awarded when the employer acted with malice or reckless indifference to your federally protected rights. These damages punish the employer and deter future retaliation.

Under Title VII, the combined total of compensatory damages (for non-pecuniary losses like emotional distress) and punitive damages is capped based on employer size:

15-100 employees: $50,000
101-200 employees: $100,000
201-500 employees: $200,000
501+ employees: $300,000

Under Florida Statute § 760.11(5), punitive damages in a Florida Civil Rights Act (FCRA) case are capped at $100,000. While federal law (Title VII) has a sliding scale cap up to $300,000 for large employers, Florida’s state-level punitive cap is lower.

Attorney’s Fees and Costs

Prevailing plaintiffs in retaliation cases can recover attorney’s fees and litigation costs from the employer. This includes costs for depositions, expert witnesses, court filings, and trial preparation.

Fee-shifting provisions encourage employees to pursue valid claims without worrying about the cost of legal representation.

Jason D. Berkowitz and Anisley Tarragona can evaluate your damages and pursue full compensation. Contact BT Law Group at (305) 507-8506 today to learn more about how we can help.

Why Does Legal Representation Matter in Retaliation Cases?

Retaliation cases involve complex legal issues, strict procedural requirements, and sophisticated employer defenses. Legal representation significantly improves your chances of success.

Understanding Employer Defenses

Employers defend retaliation claims by arguing:

The termination was based on legitimate, non-retaliatory reasons
The employee’s performance declined
The termination was part of a reduction in the workforce
The timing between the protected activity and termination was coincidental
The decisionmaker for the termination was unaware of the employee’s protected activity

Jason D. Berkowitz and Anisley Tarragona understand these defenses because they previously represented employers. They anticipate how companies will respond and prepare counter-arguments supported by evidence.

Gathering and Presenting Evidence

Proving retaliation requires showing a causal connection between your protected activity and termination. Strong evidence includes:

Temporal proximity between the protected activity and the adverse action
Disparate treatment compared to similarly situated employees
Shifting explanations from the employer
Direct statements showing retaliatory intent

BT Law Group conducts thorough investigations, interviews witnesses, requests documents through discovery, and builds compelling cases.

Navigating Agency Procedures

The EEOC, FCHR, and Miami-Dade County Commission on Human Rights each have specific filing procedures, forms, and investigation processes. Mistakes in completing paperwork or missing deadlines can jeopardize your claim.

Legal representation ensures compliance with all procedural requirements and maximizes the effectiveness of agency filings.

Negotiating Settlements

Many retaliation cases settle before trial. Employers often prefer to avoid the cost, publicity, and uncertainty of litigation. Jason D. Berkowitz and Anisley Tarragona negotiate favorable settlements for clients that include:

Monetary compensation for lost wages and emotional distress
Neutral employment references
Confidentiality agreements
Non-admission of wrongdoing clauses

Their experience on both sides of employment disputes gives them insight into what employers will agree to and how to structure settlements that protect your interests.

Litigating in Court

When settlement is not possible, BT Law Group litigates retaliation claims in federal court and Florida state court. Both Jason D. Berkowitz and Anisley Tarragona have trial experience and handle cases before the U.S. District Court for the Southern District of Florida, which includes Miami-Dade County. Both Jason D. Berkowitz and Anisley Tarragona have experience litigating retaliation disputes in arbitration.

Key Takeaway: Legal representation helps you navigate employer defenses, gather evidence, comply with agency procedures, negotiate settlements, and litigate in court if necessary.

Call BT Law Group at (305) 507-8506 to discuss your retaliation case with Jason D. Berkowitz or Anisley Tarragona.

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uncertainty and emotional distress. You do not have to accept this treatment without holding your employer accountable.

Jason D. Berkowitz and Anisley Tarragona of BT Law Group represent employees throughout Miami-Dade County who have been wrongfully terminated in retaliation for engaging in protected activities. They handle claims before the EEOC, the Florida Commission on Human Relations, the Miami-Dade County Commission on Human Rights, and in federal and state courts. Contact us today to learn more about your options.

Call BT Law Group at (305) 507-8506 for a case evaluation. Our office at 3050 Biscayne Boulevard, Suite 205, serves employees throughout Miami, and we are available to discuss your situation. BT Law Group works to recover compensation for employees who have been unlawfully terminated.

Frequently Asked Questions About Wrongful Termination Retaliation in Miami

Can my employer fire me for filing a discrimination complaint?

No. Federal law, Florida law, and the Miami-Dade County Commission on Human Rights Ordinance all prohibit employers from terminating employees for filing discrimination complaints. If your employer fires you shortly after you file a charge with the EEOC, FCHR, or Miami-Dade County Commission on Human Rights, you could have a retaliation claim.

What if I was fired for complaining about something that wasn't actually illegal?

Retaliation laws protect employees who reasonably believe they are opposing unlawful conduct, even if a court later determines the underlying conduct was lawful. You do not need to prove the discrimination occurred to win a retaliation claim. You only need to show you had a good-faith belief the conduct violated the law.

How long do I have to file a retaliation claim in Florida?

You have 365 days to file a charge with the Florida Commission on Human Relations and 300 days to file with the EEOC. After receiving a right-to-sue letter, you have 90 days to file a lawsuit in court for your federal law claims. Missing these deadlines can eliminate your ability to recover damages.

Can I be fired for being a witness in a coworker's discrimination case?

No. Federal and Florida law protect employees who participate in discrimination investigations or proceedings as witnesses. Your employer cannot retaliate against you for testifying truthfully, providing statements, or cooperating with an investigation, even if you were not the person who filed the original complaint.

What if my employer claims they fired me for poor performance?

Employers often justify retaliatory terminations by citing performance issues. If you had no disciplinary history before engaging in protected activity, or if your performance reviews were positive until you filed a complaint, these facts suggest the performance explanation is pretextual. Jason D. Berkowitz and Anisley Tarragona can analyze your employment records and determine whether the performance justification is legitimate or retaliatory.

Does the Florida Whistleblower Act protect me if I report illegal activity?

Yes. The Florida Whistleblower Act protects employees who report violations of law, rule, or regulation to the employer or appropriate government agencies. If your employer terminates you for reporting, for example, wage theft, safety violations, or other illegal conduct, you may have a claim under this statute in addition to federal anti-retaliation laws.