Adverse Action Attorney Maryland
Adverse Action Attorney Maryland
As your Adverse Action Attorney Maryland workers trust at the Federal Practice Group may tell you, there are many laws in place that are designed specifically to protect employees from harassment or discrimination. These same laws also protect the rights of employees who blew the whistle so that their employers do not retaliate against them. If an employee blew the whistle on something they saw in the workplace that was unethical or illegal, their employer may punish them by demoting or firing them. Even if an employee’s complaint was valid, they may be at risk of harsh action against them. These precarious situations can be stressful since employees put their job security and/or reputation in jeopardy. All employees should be able to conduct their tasks in hospitable workplaces without harassment or fear of termination, disciplinary, or adverse action. If you are an employee who is being threatened with retaliation by your employer, obtain legal help immediately so that your rights are properly protected.
What Is Retaliation in the Workplace?
Based on legal protections an employee cannot have raises withheld or be discouraged from opportunities for whistleblowing. When an employee witnesses illegal acts going on in the workplace (like tax fraud or wage issues), they should feel comfortable coming forward to HR or higher authorities to point out the problem. If an employee blows the whistle, they are legally protected to do so without fear of retribution.
However, if their employer punishes them in any way for this, it is retaliation and necessitates taking action with help from a Maryland Adverse Action Attorney. Examples of retaliation include:
- Salary Reduction
- Job Reassignment or Transfer
A real world example of whistleblowing could be if an employee observes that certain people in the payroll department are skimming money off the top for themselves or not providing the right information to auditors. If that employee tells his or her boss this information and gets fired a few days later, there is likely a correlation between blowing the whistle on the payroll department and being fired.
Retaliation can be significantly subtler. They do not appear as direct or outright penalties on the company record, but they are actions that can still negatively affect an employee’s level of productivity or ability to earn adequate income. Retaliation is done to purposely inconvenience targeted employees. Perhaps your employer chose to change the shift you work at your job, even assigning you to shifts outside your preferred availability. While this may not sound like a big deal, your employer might have stuck you on the graveyard shift at a restaurant where you get no tips. If what your employer consciously did caused adverse consequences for you in the workplace after you reported an unlawful incident committed by the company, it could be considered retaliation. These serious actions are harmful to you as an employee, and you have a right to speak to an attorney about the situation. As soon as you notice your employer committing such a questionable action or pattern of actions, you should search for a top lawyer that you can share confidential information with to begin a case.
What Can You Do If You Suspect Retaliation?
It can be alarming if you believe that retaliation is occurring in your workplace as a result of your whistleblowing. However, it’s important that you understand your full rights as an employee are protected. You deserve to know the truth from your employer about whether or not retaliation is happening and if so, why. Discussing your situation with an experienced lawyer is the most efficient way to find answers. If you suspect that your employer is retaliating against you in any way there are a few things you should do:
- Make a Timeline. When did you blow the whistle? When did “retaliation” start?
- Gather Evidence. How has your employer’s conduct toward you changed? What retaliation have you noticed? Write down any notable changes that have affected your position or schedule.
- Speak With a Supervisor Or Human Resources Manager. While your employer might have an explanation, it never hurts to first ask someone of authority for an up-front explanation.
- What If My Employer Denies Retaliating? If you have spoken with a supervisor and your employer still denies retaliating after you have brought forward evidence that these negative actions have happened after you blew the whistle, you can bring concerns to your state’s fair employment agency.
How Can an Attorney Help My Case?
Any threat of retaliation from an employer is unsettling and is challenging to handle alone. The last thing workers who have put in the dedicated years of experience at a company want are for situations like this to occur. You may have racing thoughts or doubts about your future in the company. Having a lawyer working to protect your rights can make the process more manageable and far less intimidating. If you are considering hiring a lawyer, it is crucial that you act as soon as you can, otherwise it will be much harder for you to prepare a strong defense.
If you are still receiving negative backlash from your employer or if they terminated you, discussing your case with an attorney can be extremely beneficial. They will examine your case and advise you on the next steps you should take. Cases involving the government can be complicated, so you should work with an experienced attorney who specializes in helping federal government employees. You have a right to hire an attorney if you believe your career is at stake. A legal professional can help you determine if you have a clear case for retaliation after blowing the whistle and the next best steps for moving forward. To get in touch with an Attorney for Adverse Action in Maryland, call the Federal Practice Group today.