Experience, resources and reputation matters

Retaliation, Whistleblower, False Claims Act


It does not matter how strong workplace protection laws are if employees are scared to use them. Retaliation is a genuine concern that employees are constantly weighing.

Will I get fired if I complain about not getting all my breaks or overtime pay?
What if I blow the whistle on fraud or illegal activity?
Will I get a negative review or be passed over for promotion if I say something about my manager’s sexist comment?
My employer is doing something illegal or unethical; should I go along with it to keep my job?
The answer to questions like these is that you shouldn’t-but you might. Most worker protection laws include anti-retaliation provisions. Simply put, the boss is not supposed to punish you for asserting your rights or doing the right thing. That means no terminations, demotions, unfavorable transfers, reductions in hours or pay, or other adverse employment actions because you made a good-faith complaint.
But, or course, things are often more complicated. Employers may try to cover their tracks. They may say that something else-your frequent tardiness, poor collections, or bad attitude-was the real reason for the adverse employment action. Your employer may even say that you never made a complaint at all or that if you did, it was the wrong person or department.
So, if you think you’re the victim of an illegal workplace practice or believe that you’ve been (or about to be) retaliated against, you may want to consult with an experienced Washington employment lawyer. An experience employment attorney can help you navigate the process. This may help end the retaliation altogether, or it can put you in a better position if you end up seeking compensation from your employer.