If you were fired for speaking up at work, you may have a retaliation claim.** I represent employees in Houston and across Texas in retaliation cases involving discrimination complaints, FMLA leave, ADA accommodation requests, complaints, and/or reports by medical providers regarding patient safety and other protected activity.
What Retaliation Can Look Like**
Retaliation may include:
• Termination after a complaint
• Demotion or reduced pay
• Suspensions or write-ups
• Unfavorable transfers or schedule changes
• Exclusion from opportunities
• Escalating discipline after protected activity
Protected Activity Examples**
You may be protected if you:
• Reported discrimination or harassment
• Participated in an internal or agency investigation
• Requested a reasonable accommodation under the ADA
• Took or requested FMLA leave
• Opposed unlawful workplace conduct
Do I Have a Case?**
Many retaliation cases turn on four issues:
1. You engaged in protected activity
2. The employer knew about it
3. You suffered a materially adverse action
4. Facts support a causal connection
Timing, documentation, and inconsistent employer explanations can be important
evidence.**
What to Collect**
• Timeline of events and complaint dates
• Emails/texts with HR or supervisors
• Performance reviews and discipline records
• Termination/severance paperwork
• Witness names and relevant policies
FAQ
Q: I complained about discrimination and then got fired. Is that illegal retaliation?
A: It may be. The answer depends on facts, timing, and evidence.
Q: I returned from FMLA leave and was terminated shortly after.
A: That can raise retaliation concerns. Prompt review is important.
Q: I asked for an ADA accommodation and then was sidelined.
A: Retaliation may exist where protected requests are followed by materially adverse action.
Q: Do I always need to file with EEOC or TWC first?
A: Some claims require administrative exhaustion; others may not. It depends on claim type and facts.
If you believe your employer retaliated against you in Houston or anywhere in Texas, Book a Free Confidential Consultation today.
*A Free Confidential Consultation is a short discussion of your legal needs to determine if our firm can be of assistance to you. It does not include free legal advice and nothing discussed during the Free Consultation should be construed as legal advice. Free Consultations are limited to certain practice areas. SENDING A MESSAGE THROUGH THIS WEBSITE, EMAILING OR CALLING AND/OR LEAVING A VOICEMAIL MESSAGE DOES NOT CREATE AN ATTORNEY/CLIENT RELATIONSHIP. NO SUCH RELATIONSHIP IS ESTABLISHED UNTIL AN AGREEMENT OF SUCH A RELATIONSHIP IS REDUCED TO WRITING AND SIGNED BY JACK QUENTIN NICHOLS. IF NO RESPONSE TO YOUR MESSAGES ARE RECEIVED BY YOU WITHIN 24 HOURS, YOU SHOULD CONSIDER OUR FIRM TO HAVE DECLINED TO REPRESENT YOU, AND YOU SHOULD SEEK THE ASSISTANCE OF ANOTHER ATTORNEY IMMEDIATELY AS THE LAW LIMITS THE TIME IN WHICH YOUR RIGHTS MAY BE ASSERTED.
**THE INFORMATION ON THIS PAGE AND ELSEWHERE ON THIS WEBSITE IS ONLY INTENDED TO PROVIDE A BRIEF OVERVIEW OF SOME OF THE LAWS AFFECTING EMPLOYMENT IN THE STATE OF TEXAS AND SOME OF THE REQUIREMENTS OF THOSE LAWS. THIS BRIEF OVERVIEW DOES NOT CONTAIN A FULL DESCRIPTION OF ALL OF THE LAWS AFFECTING EMPLOYMENT IN THE STATE OF TEXAS, NOR DOES IT CONTAIN ALL OF THE REQUIREMENTS TO PURSUE OR DEFEND ANY PARTICULAR TYPE OF EMPLOYMENT LAW CLAIM. THE LAW REGARDING EACH PARTICULAR EMPLOYMENT LAW CLAIM, AND THE INTERPRETATIONS THEREOF, MAY VARY FROM TIME TO TIME, PLACE TO PLACE, JURISDICTION TO JURISDICTION, AND FROM COURT TO COURT. IN ADDITION, THE APPLICATION OF ANY PARTICULAR EMPLOYMENT LAW WILL DEPEND ON THE FACTUAL CIRCUMSTANCES SURROUNDING EACH CASE. EVERY EMPLOYMENT LAW CASE IS FACTUALLY UNIQUE, AND THE APPLICATION OF EACH EMPLOYMENT LAW WILL VARY. ACCORDINGLY, NOTHING WHICH IS WRITTEN ON THIS PAGE IS INTENDED TO CONSTITUTE LEGAL ADVICE WITH REGARD TO ANY PARTICULAR SITUATION. YOU ARE ADVISED TO CONTACT AN ATTORNEY IMMEDIATELY.