How We Help Employees Facing Retaliation for Refusing Illegal Acts 

Retaliation occurs when an employer punishes an employee for standing up against wrongful or illegal workplace demands. If you’ve ever been asked to do something unethical, unlawful, or against company policy and then faced negative consequences for saying no, you may be a victim of retaliation. At Scanes Yelverton Talbert, LLP (SYT), we stand firmly by employees who do the right thing, especially in challenging workplace environments where pressure to comply can be intense. 

   

Refusing to commit illegal acts is not only the morally correct choice but also legally protected. Employers who retaliate against you for standing up to unethical demands should be held accountable, and we will do everything in our power to ensure this. Our mission is to ensure you are treated fairly and that your rights are defended every step of the way, while also working to create safer, more ethical workplaces throughout Temple so no one else has to face the same unfair treatment. 

 

What These Situations Look Like: Examples of Illegal Acts and Retaliation 

In many workplaces, employees may face pressure or direct requests to participate in illegal or unethical activities. These situations can put workers in a difficult position, forcing them to choose between doing what’s right and risking their job security or career advancement. Unfortunately, when employees refuse to engage in such acts, employer retaliation is all too common. Understanding what these illegal acts and retaliatory behaviors look like is the first step to recognizing when your rights have been violated. 

   

Examples of Illegal Acts Employees Are Asked to Do 

Illegal acts in the workplace can take many different forms depending on the industry and specific circumstances. Some of the most common demands we see employees asked to carry out in Temple include: 

   

• Falsifying Records or Reports: An employee might be pressured to alter financial statements, inflate sales numbers, or falsify safety inspection reports to make the company appear compliant with the law or more profitable than it actually is. For example, a factory worker might be asked to ignore violations of safety standards or report false data to regulators. 
• Ignoring Workplace Safety Rules: Some employers may cut corners by asking employees to ignore hazardous conditions or unsafe equipment that could put workers’ health and safety at risk. For example, a construction site supervisor might require workers to use defective safety gear or to work without proper breaks, both of which directly violate OSHA regulations. 
• Participating in Discriminatory Practices: Employees may be asked to engage in unlawful hiring or firing practices based on race, gender, age, disability, or other protected characteristics. This could include falsifying reasons for termination or exclusion to hide discrimination. 
• Violating Wage and Hour Laws: Employers might pressure workers to work “off the clock,” deny overtime pay, or underreport hours worked. These practices violate the Fair Labor Standards Act and deprive employees of their rightful compensation. 
• Engaging in Fraud or Illegal Billing: In the healthcare or insurance industries, employees might be asked to submit false claims or bills for services not rendered, or to exaggerate charges. 

 

Employers often try to bully or pressure employees into participating in these illegal acts by downplaying the seriousness. You might hear phrases like “it’s not that big of a deal” or “everybody does it,” meant to make you feel like you’re overreacting or being difficult. But these excuses don’t make the actions any less illegal or unethical. In fact, this kind of pressure is a common tactic to get employees to stay silent and compliant. Standing firm against these demands takes courage, and it’s precisely why the law protects you from retaliation when you refuse to break the rules. 

 

What Retaliation Looks Like After You Say No 

Retaliation can be blatant or subtle, and it often escalates over time. Once you refuse to participate in illegal activity or report wrongdoing, your employer might react in ways that make your work life difficult or unbearable. Typical forms of retaliation include: 

   

• Unjust Disciplinary Actions: You may be unfairly reprimanded or receive negative performance evaluations with no factual basis, designed to build a record to justify punishment. 
• Demotion or Denied Promotions: Employers may remove you from positions of responsibility or deny raises and advancement opportunities as a way to punish or sideline you. 
• Increased Scrutiny or Micromanagement: Suddenly, your every move may be watched, and minor mistakes magnified, creating a hostile work environment. 
• Isolation and Exclusion: You might be left out of important meetings, projects, or social activities, which can damage your reputation and career growth. 
• Suspension or Termination: The most extreme form of retaliation is being suspended or outright fired, often under pretenses. 

   

In many cases, retaliation is disguised as everyday business actions, making it difficult to prove. That’s why it’s essential to keep detailed records and seek legal guidance if you suspect you’re being targeted for doing the right thing. 

 

Your Legal Rights in Texas: Retaliation Is Illegal 

Texas law protects employees from retaliation when they refuse to commit illegal acts or report wrongdoing. This protection is rooted in both state statutes and federal laws that prohibit workplace retaliation. Under these laws, your employer cannot punish, threaten, or discriminate against you because you did the right thing by refusing illicit demands. 

   

Additionally, laws such as the Texas Whistleblower Act and federal statutes such as the Whistleblower Protection Act and the Occupational Safety and Health Act (OSHA) offer safeguards for employees who expose illegal activities or unsafe conditions. If your employer retaliates against you, you may be entitled to remedies including reinstatement, back pay, damages for emotional distress, and coverage of legal fees. 

 

How SYT Helps Employees Facing Retaliation 

At SYT, we specialize in representing employees who face retaliation for refusing to engage in illegal activities. Whether you work in healthcare, manufacturing, retail, education, or any other industry, we work to understand the unique challenges you face and to help you get the justice you deserve. Our attorneys know the tactics employers use to intimidate or punish employees and are experienced in fighting back with intense, strategic legal action. 

   

We help employees who are: 

• Facing unfair discipline or demotion after refusing illegal tasks. 
• Being harassed or isolated at work for speaking out. 
• Wrongfully terminated or constructively discharged because they stood their ground. 
• Unsure about their rights and need guidance in navigating complex employment laws. 

   

Our team will listen carefully to your story, evaluate your case, and develop a personalized plan to protect your rights and seek full justice. 

 

What You Can Do Now if You’re Facing Retaliation 

If you believe you are being retaliated against but have not yet been fired, there are steps you can take to protect yourself: 

   

1. Document everything. Keep records of conversations, emails, performance reviews, and any incidents that seem retaliatory. 
2. Continue performing your job to the best of your ability, demonstrating professionalism and commitment. 
3. Avoid signing any documents or agreements without first consulting our team. 
4. Reach out to SYT as soon as possible to understand your rights and options. We offer a free case review to help you get started. 

   

Acting early can make a big difference in preserving your rights and building a strong case if the situation escalates. 

 

Don’t Wait to Protect Your Rights 

Retaliation for refusing to commit illegal acts is not only unfair but also unlawful, and we fight back. At Scanes Yelverton Talbert, LLP, we are dedicated to standing with you as you take the right stand in your workplace. But time is of the essence. Employment law cases have strict deadlines, known as statutes of limitations, which in Texas can be very short. Delaying action could cost you the chance to seek justice and recover damages. 

   

If you’re facing retaliation or suspect you might be, don’t hesitate. Initiate your free case review today by filling out our online employment claims case review form. Let SYT help you protect your career, your rights, and your future.