Retaliation

Employers are forbidden by law from retaliating against an employee who engages in a “protected activity,” such as reporting discrimination, harassment or wage and hour violations, taking time off for child birth or illness, filing a workers’ compensation claim, reporting unsafe, unhealthy or unsanitary conditions or unlawful conduct on the part of his/her employer, or refusing to commit an illegal act.

The most common form of retaliatory action occurs when an employee is terminated for engaging in one or more of the protected activities described above; however, retaliation may come in other forms of adverse employment actions, as well, including wage reductions, disciplinary actions, negative performance reviews, being denied raises or promotions or being forced to perform more demanding job without a suitable pay increase. Regardless of the form of retaliation, the Law Offices of Craig Hubble can provide you with the experienced, high quality and attentive representation necessary to prevail upon such a claim.

If you or your loved one believes that you are the victim of retaliation, the Law Offices of Craig Hubble can assist you in determining the best course of legal action by which to seek recovery. Depending upon your situation, you may be able to pursue a lawsuit and seek damages for lost wages, benefits, emotional distress, attorney’s fees, punitive damages and more.

In order to establish a claim for retaliation, an employee is required to establish that (1) he/she engaged in a protected activity, (2) he/she suffered an adverse employment action, and (3) there was a causal link between the two. Once these matters are established, the employer must present a non-retaliatory reason for the adverse employment action, after which the employee must demonstrate that such reason is pretext, which may be inferred from such things as the timing of employer’s decisions, the identity of the person who made the decision to take the adverse action and the employee’s job performance prior to the adverse employment action.

Because it can be very difficult for an aggrieved employee to meet his/her burden of proof in these cases, it is imperative that you retain an experienced, results-oriented attorney who is skilled in handling such matters. The Law Offices of Craig Hubble, as well as the attorneys with whom we work, has extensive employment litigation experience, and our experience, tenacity and skill have helped us thrive in this complex area of law. We employ a hands-on, dedicated approach to every matter, and we believe that it is vital that you get the personal attention, emotional support and tireless representation that you deserve. We are committed to protecting your rights, obtaining the best results for you and helping you get your life back on track towards a bright future. Although we are based in the Los Angeles area, our practice extends throughout California’s state and federal courts.

If you or a loved one feel that you have been the victim of retaliation, contact us today for a free consultation as to your rights and potential remedies. Because these matters typically are handled on a contingency basis, there is no fee unless and until you are compensated.