For many people, a job is more than a way to pay the bills—it’s part of their identity. It can be deeply upsetting and stressful when your workplace retaliates against you for filing a complaint.
Employees in Pennsylvania are protected by both state and federal laws that safeguard against retaliation. Unfortunately, many people still find themselves victims of unjust treatment after standing up for their rights. Whether it’s reporting discrimination, filing a workplace safety complaint, or standing against unlawful practices, retaliation is illegal. Unfortunately, it can also significantly affect your career and overall well-being.
If you believe you’ve been targeted for retaliation at work, it’s important to have an experienced legal team in your corner. Ramage Lykos is here to provide the guidance and support you need to pursue justice. Our attorneys will listen to your story and advocate for fair treatment from your employer and under the law. Let us help you navigate this challenging situation so you can focus on what matters most: your future. Call us today for a consultation and find out how we can help.
Retaliation occurs when an employer takes negative action against an employee for participating in legally protected activities. These activities include filing a complaint about discrimination, participating in an investigation, and exercising other rights under employment law.
Employees are protected from retaliation under both federal and state laws. These protections allow employees to exercise their rights without fear of suffering negative consequences in the workplace.
Some of the key laws include:
Title VII prohibits employment discrimination based on race, color, religion, sex, or national origin. Under Title VII, employers are forbidden from retaliating against employees who file a discrimination claim, participate in a discrimination investigation, or oppose discriminatory practices.
The FMLA provides eligible employees with the right to take unpaid leave for medical reasons or to care for a family member. Employers may not take adverse action against an employee for exercising their rights under the FMLA.
The ADA prohibits discrimination against employees with disabilities. It also requires employers to provide reasonable accommodations. Employers may not retaliate against employees who request accommodations or file complaints about disability discrimination.
OSHA protects employees who report unsafe working conditions or safety regulation violations.
Federal and Pennsylvania whistleblower protection laws safeguard employees who report illegal activities or legal violations in the workplace.
The PHRAprohibits discrimination based on race, color, religion, sex, age, disability, and other protected characteristics in Pennsylvania. Similar to Title VII, the PHRA protects against retaliation for employees who file complaints or participate in investigations related to discrimination or harassment.
Common Forms of Retaliation
Retaliation can take many forms, but some of the most common include:
Retaliation can be both overt and subtle. Even seemingly minor changes in job duties or work environment may be retaliatory behavior.
Retaliation vs. Legitimate Employment Actions
Employers have the right to manage their workforce, make performance-based decisions, and discipline employees when necessary. However, if these actions are taken in response to an employee engaging in legally protected activity, they could cross the line into retaliation.
For example, if you are reprimanded for poor performance after filing a complaint about discrimination, the timing and context of the reprimand are questionable. If no legitimate performance issues exist, it may be retaliatory.
Ramage Lykos has extensive experience in handling complex employment law cases, particularly those involving retaliation. Our attorneys navigate both federal and state retaliation laws to help protect employee rights. From reporting discrimination to participating in workplace investigations, we provide top-notch legal representation and support throughout the entire process.
Our firm’s philosophy is built on trust. We prioritize open communication, quick response times, and individualized attention so our clients are informed and supported at every step.
Ramage Lykos has a long, proven track record of success advocating for worker rights. Our attorneys aim to deliver strong results with a compassionate, hands-on approach. Whether negotiating settlements or litigating cases in court, we are committed to fighting for those who have faced retaliation in the workplace.
If you have been a victim of retaliation, let Ramage Lykos help pursue the justice and compensation you deserve.
Here’s what to do when you suspect you’ve been retaliated against:
Once you file a formal complaint and retain an attorney, you can file an official retaliation claim against your employer. This legal process typically begins by filing a complaint with the Equal Employment Opportunity Commission (EEOC) or a state agency like the Pennsylvania Human Relations Commission (PHRC).
From there, the appropriate agency will investigate to determine if there is evidence of retaliation. You may be required to provide evidence and testimony during this process. Depending on the findings, you may have the option to file a lawsuit. Successful lawsuits often lead to remedies like reinstatement, back pay, and monetary damages.
However, the process can take several months. While this is a stressful time for many employees, it’s important to remain patient and follow your attorney’s guidance. Ramage Lykos will ensure you’re fully informed as we fight for the best possible outcome.
The skilled employment retaliation attorneys at Ramage Lykos are committed to protecting your rights and providing you with the legal support you need after facing workplace retaliation. We understand the heavy emotional and professional toll retaliation can take. Our experienced attorneys deliver personalized, aggressive representation to ensure that your voice is heard.
If you’re facing retaliation at work, don’t wait—reach out to us today to schedule a consultation and take the first step toward pursuing justice.
