Under Title VII of the Civil Rights Act of 1964, 42 U.S.C. § 2000e, et seq., it is unlawful for an employer to discriminate against a worker because he or she has opposed an unlawful employment practice. (An employer is also prohibited from discrimination in retaliation for a worker’s formal charge or participation in the investigation of an allegedly unlawful employment practice).
In many Atlanta retaliatory discharge cases, the employer is quick to file a motion alleging that the plaintiff cannot provide adequate evidence to support his or her claim. In order to survive such a motion, the plaintiff must be able to show that he or she participated in an activity that was protected by law, that there was a materially adverse employment action against him or her, and that there was a causal connection between the activity and the adverse action.
Facts of the Case
The plaintiff in a recent employment law case was a woman who was terminated from the defendant company’s employment in 2017. She filed multiple charges with the Equal Employment Opportunity Commission and was issued a notice of suit rights a few months thereafter. The gravamen of the plaintiff’s complaint was that the defendant had fired her in retaliation for her husband reporting that the defendant had allegedly discriminated against an attractive female job applicant who came into the defendant’s office in what some workers characterized as unprofessional attire. (The plaintiff’s husband was also employed by the defendant employer during the relevant time period.)