Assertion: retaliation's employer | /r/CapableOf | take adverse action
Facets:
value: against an employee
type: TRANSITIVE-OBJECT
value: materially
type: MANNER
value: against a covered individual
type: TRANSITIVE-OBJECT
value: because of protected activity
type: CAUSE
value: to try to keep an employee
type: PURPOSE
value: against them
type: TRANSITIVE-OBJECT
value: against a subordinate
type: TRANSITIVE-OBJECT
value: in response to an employee
type: TEMPORAL
Source sentences:
text: Retaliation to participation occurs when an employer takes a materially adverse action against an employee for:
text: Retaliation occurs when an employer takes an Adverse Action against an employee because she/he engaged in a Protected Activity.
text: Retaliation occurs when an employer takes a materially adverse action because an applicant or employee asserts rights protected by the EEO laws.
text: In a case alleging that an employer took a materially adverse action because of protected activity, legal proof of retaliation requires evidence that:
text: The employer took a materially adverse action; and
text: Retaliation, the EEOC says, “occurs when an employer takes a materially adverse action because an applicant or employee asserts rights protected by the EEO laws.
text: Workplace retaliation occurs when an employer takes adverse action against a subordinate for exercising his or her employee rights.
text: Furthermore, an employer cannot discriminate or take adverse action against an employee for expecting the employer to fulfill his obligations.
text: Retaliation evidences that an employer is willing to take adverse action rather than cure a relationship.
text: That your protected activity caused the employer to take adverse action.
text: That your protected activity caused the employer to take adverse action.
text: Employees may be entitled to significant damages if they prove that an employer took adverse action against them because they raised a health and safety concern, and the remedies vary from state to state.
text: Workplace retaliation occurs when an employer takes adverse action against an employee for disclosing discrimination, harassment, or any other unlawful activity in the workplace.
text: At some point you will need to establish that the employer knew you engaged in the protected activity of blowing the whistle because you will have to show that the fact you engaged in this activity was the reason the employer took adverse action.
text: Retaliation occurs when an employer takes an adverse action against an individual because he or she engaged in protected activity.
text: An employee engages in a protected activity; The employer takes an adverse action against the employee; The employee belongs to a protected class and is a covered individual; and The adverse reaction was caused by the employee’s protected activity or class.
text: Retaliation occurs when an employer, employment agency, or labor organization takes an adverse action against a covered individual because he or she engaged in a protected activity.
text: If the employer took an adverse action against the employee as a result, the employer could have engaged in unlawful retaliatory conduct.
text: Retaliation occurs when an employer, employment agency, or labor organization takes an adverse action against a covered individual because he or she engaged in a protected activity.
text: The legal standard is quite simple, but proving that the employer took an adverse action in response to a protected activity – as opposed to for some other business reason – can be difficult.
text: It can also occur when an employer takes an adverse action against an employee in response to an employee participating in an investigation into unlawful activity in the workplace or even taking advantage of certain rights afforded to each employee.
text: Retaliation occurs when an employer takes an adverse action against a covered individual because that person engaged in a protected activity.
text: The employer took an adverse action against the employee;
text: The employer knew it and took an “adverse action” against the employee; and
text: The EEOC also will find unlawful retaliation when an employer takes materially adverse action against employees who in bad faith cover up discrimination.
text: Retaliation occurs when an employer takes some “adverse action” against an employee for undertaking some “protected activity” (such as speaking up about or opposing a discriminatory practice or about some other conduct the employee reasonably believes to be unlawful) or takes some adverse action to try to keep an employee from undertaking a protected activity.
text: Retaliation occurs when an employer takes some “adverse action” against an employee for undertaking some “protected activity” (such as speaking up about or opposing a discriminatory practice or about some other conduct the employee reasonably believes to be unlawful) or takes some adverse action to try to keep an employee from undertaking a protected activity.
text: In order to establish a case, the employee must prove that he engaged in a “protected activity,” the employer took “adverse action” against the employee in response to the “protected activity” and a “casual link” between the protected activity and the adverse action exists.