{"id":493,"date":"2014-05-01T22:46:27","date_gmt":"2014-05-01T22:46:27","guid":{"rendered":"http:\/\/discriminationandsexualharassmentlawyers.com\/?p=493"},"modified":"2014-05-01T22:46:27","modified_gmt":"2014-05-01T22:46:27","slug":"protecting-yourself-from-retaliation","status":"publish","type":"post","link":"https:\/\/dev.discriminationandsexualharassmentlawyers.com\/es\/protecting-yourself-from-retaliation\/","title":{"rendered":"Protecting Yourself from Retaliation"},"content":{"rendered":"

Federal and state law protects employees from retaliation for pursuing employment discrimination and sexual harassment claims or participating in the investigatory process. However, employees still need to tread carefully to avoid the common traps laid by some unscrupulous employers. Recent court decisions have made it easier for employers to defend retaliation claims.
\nIn June 2013, the Supreme Court handed down a decision in <\/span>University of Texas Southwestern Medical Center v. Nassar<\/i><\/a> <\/span>that adjusts the standard of causality employees must meet in retaliation claims. This means that employers can now defend against allegations of retaliation by showing that the employee would have been fired or disciplined anyway for legitimate reasons, even if retaliation played a role in the adverse employment action. This tends to strengthen the already prevalent employer tactic of \u201cbuilding a book\u201d on an employee by meticulously documenting every rule infraction and performance issue and then ostensibly taking action against the employee on that basis. To avoid this, employees should take care to do the following:<\/p>\n