Title VII and most state’s statutes prohibit retaliation against
any person who opposes or complains about sexual harassment or sex
discrimination, or any other violation of Title VII or the ADA, in
the workplace. This prohibition against retaliation also applies
to individuals who participate in an investigation into unlawful
employment conductor practices.
Title VII specifically
prohibits employers from discriminating against any employee or
any applicant who “opposed … an unlawful employment practice” or
“made a charge, testified, assisted or participated in any manner
in an investigation, proceeding or hearing under this subchapter.”
42 U.S.C. §2000d-3(a). The first section of Title VII cited above
is often referred to as the “opposition clause.” The second
section of Title VII cited above is known as the “participation
clause.”
The opposition clause provides protection for
individuals who informally oppose an employer’s illegal activities
under title VII or activities that the individual reasonably
believes to be unlawful under Title VII. An employee’s opposition
to unlawful employment practices can take many different forms and
need not involve opposition in the form of a formal proceeding. An employee
can oppose unlawful employment practices by doing things such as
supporting a coworker’s claim of discrimination, threatening to
file a charge of discrimination, reporting sexual harassment or
discrimination against other employees, complaining to a
supervisor about workplace sexual harassment, or otherwise
informally speaking out against illegal employment activities.
Courts use a balancing test to determine which activities fall
under the opposition clause of Title VII.
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The participation
clause strictly prohibits retaliation against individuals for
notification of potential violations of Title VII and for
testifying, assisting, or participating in any investigation,
proceeding, or hearing under Title VII.
Explore Further:
Wrongful Termination
Unpaid Overtime Claims
Unpaid Wage Claims
Family Medical Leave Act
Severance Agreements
Covenants Not to Compete
Sexual Harassment
Discrimination
Retaliation
Defamation
Breach of Contract
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