Practice Area

Anti-Retaliation Protections for Employees

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Protect you from retaliation

At Frankel Syverson PLLC, we recognize the importance of protecting employees from retaliation in the workplace. Our dedicated team of employment lawyers is committed to advocating for workers who have experienced retaliation for exercising their legal rights.

If you have been subjected to adverse action by your employer in response to protected activities, we are here to provide the guidance and representation you need.

Our Arizona Anti‑Retaliation Attorneys Have Extensive Experience

Our firm represents employees across industries in retaliation claims under federal and state law, including:

FLSA retaliation claims for asserting wage and hour rights related to overtime and the minimum wage (29 U.S.C. § 215(a)(3)).
Paid sick time retaliation under Arizona’s Paid Sick Time Act (A.R.S. § 23‑374(B)).
Discrimination‑related retaliation under Title VII (42 U.S.C. § 2000e‑3) and the ADA (42 U.S.C. § 12203).
Whistleblower claims under Arizona’s wrongful termination statute (A.R.S. § 23‑1505).
Retaliation claims for raising violations of Arizona law or public policy.
FMLA retaliation for taking family or medical leave (29 U.S.C. § 2615).

We know how to build strong anti‑retaliation cases, gathering the evidence and applying the correct statutory framework to hold employers accountable.

Common Retaliation Scenarios

Termination or dismissal after raising an unpaid overtime or minimum wage issue or paid sick complaint.
Demotion or pay cut for requesting medical or family leave.

Reduction in hours or shift changes for reporting safety violations or harassment.
Negative performance reviews or unwarranted disciplinary write‑ups after engaging in protected activity.
Hostile work environment created to pressure employees into dropping claims.

Examples of Retaliation Cases

A restaurant server fired after filing a wage‑hour complaint over unpaid overtime

A retail worker demoted for requesting the use of accrued Paid Sick Time
A healthcare aide disciplined after reporting patient‑safety violations to OSHA
An office employee’s hours slashed after complaining of gender discrimination

How Our Attorneys Can Help You

At Frankel Syverson PLLC, we have a deep understanding of employment law and the anti-retaliation provisions designed to protect employees. Our experienced attorneys will provide personalized guidance and vigorous representation to help you navigate the complexities of your case.

We will

We will listen to your story, evaluate the details of your case, and determine if protected activities and adverse actions exist.
Our team will assist in gathering relevant documentation, witness statements, and other evidence to support your claim.
We will assertively represent your interests, engaging in negotiation, mediation, or litigation to seek appropriate remedies for the retaliation you have endured.
Our goal is to obtain the compensation you deserve, which may include lost wages, emotional distress damages, and other appropriate remedies.

Understanding Your Legal Options

Protected activities can encompass a wide range of actions, including but not limited to:`

Asserting your right to unpaid minimum wage or overtime is protected by the Fair Labor Standards Act, which bars retaliation for raising unpaid overtime and minimum wage.

✍️Comprehensive Federal Protected Activities:
        FLSA Wage Protection: 29 U.S.C. § 215(a)(3) prohibits retaliation  for opposing unlawful wage practices or filing overtime/minimum wage complaints.(b). Civil Rights Protection:  42 U.S.C. § 2000e-3 (Title VII) and 42 U.S.C. § 12203 (ADA)  protect discrimination complaints and accommodation requests.
    

Requesting or using Paid Sick Time is protected under Arizona’s Paid Sick Time Act, which prohibits employers from retaliating against employees for exercising those rights (A.R.S. § 23‑374(B)).

Reporting discrimination or harassment (e.g., under Title VII) is protected by federal law, which makes it unlawful for an employer to retaliate against anyone who complained about discrimination.
Requesting a reasonable disability accommodation or reporting disability discrimination is protected under the Americans with Disabilities Act, which bars retaliation for asserting ADA rights (42 U.S.C. § 12203).
Taking family or medical leave is protected by the Family and Medical Leave Act. Employers cannot retaliate against employees for exercising FMLA rights (29 U.S.C. § 2615).
Blowing the whistle on unlawful or unsafe practices is protected under the Arizona Whistleblower Act. Employers may not retaliate against employees who report Arizona law violations (A.R.S. § 23‑1505).

Frequently Asked Questions (FAQs)

What actions are “protected activities”?

Activities such as raising or filing overtime and minimum wage complaints, requesting paid sick or family leave, reporting discrimination, and whistleblowing are protected under various federal and state laws.

What remedies can I recover?

Potential remedies include reinstatement, back pay, front pay, compensatory and punitive damages, injunctive relief, and attorneys’ fees.

✍️Full Spectrum Retaliation Damage Recovery:
        Economic Damages: Reinstatement, back pay, front pay, lost benefits, and promotion opportunities under federal and Arizona law. Non-Economic Relief:  Compensatory damages for emotional distress, punitive damages, injunctive relief, and mandatory attorney fee recovery in successful claims.
    

Take action to protect yourself.

Retaliation is illegal, and you have the right to stand up for yourself. Frankel Syverson PLLC’s anti‑retaliation attorneys will vigorously defend your rights and pursue the compensation and protections you deserve.

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