Retaliation

After an employee has made a claim of discrimination or another type of claim against an employer, it is up to the employer to treat the situation delicately, but still ensure that the resolution to the issue is within the bounds of the law. Unfortunately, employers often take illegal actions against an employee who was exercising his or her rights. This is called retaliation and it should not be tolerated.

Do Not Let Employers Retaliate Against You

At Akeel & Valentine, PLC, our lawyers are aggressive advocates for employees who have been retaliated against. We are highly experienced employment law attorneys who handle retaliation and other employment law issues in state and federal courts. We strongly believe that whistleblowers, victims of sexual harassment, victims of discrimination or other employees who have lodged protected classifications claims should not have to worry about their jobs just because they made a claim against their employer.

Employers should be held responsible and accountable for the wrongs they commit against employees. From our offices in Dearborn and Troy, we work to see that this happens for clients in the Detroit area and throughout the state of Michigan.

Call us at 248-918-4542 for a free consultation.

Employers must treat employees with respect and according to the state and federal laws that govern employment. If they do not, an employment law claim may result.

Retaliatory Actions

In many cases, an employer will retaliate by firing an employee. This can then be considered an act of wrongful termination or wrongful discharge. However, there are many other actions that can be instances of retaliation against an employee, such as:

  • Denial of promotion
  • Demotion
  • Harassment
  • Increasing workload
  • Unwanted responsibilities

Free Consultation — Contact Our Firm

Call us today at 248-918-4542 or contact us online to learn more about how our skilled firm can handle your retaliation matter. Our attorneys believe strongly in our clients and aggressively pursue an end to the case that is in the client's best interest.