We probably all can imagine what a workplace retaliation situation might look like. An employee speaks up against discrimination, harassment, or some other illegal conduct, and for speaking out, that worker loses their job. But job loss is far from the only form of retaliation for which you can take action. In fact, under Title VII, the federal discrimination statute, retaliation can be anything that a reasonable worker would construe to be materially adverse to them. That potentially can be a wide spectrum of things. If you think you’ve endured retaliation at work, get in touch with an experienced New Jersey retaliation lawyer to learn more about your legal options.
As an example, there’s the recent retaliation case of Y.C., an intake officer with the New Jersey Department of Child Protection & Permanency.
For Y.C.’s first 18 months, the department assigned new cases on a “straight rotation” basis. Starting in September 2013, though, the officer’s supervisor instituted a new “modified rotation” system designed to ensure that all new cases involving Spanish-speaking families got assigned to Y.C. or one of the office’s three other Spanish-speaking intake officers. She objected, arguing that the modified rotation system would place a heavier burden on the four bilingual intake officers.