FAQs About Temple, Texas Employer Retaliation Laws 

If you believe your employer is punishing you for doing something legally protected, such as reporting harassment or unsafe working conditions, you may be experiencing workplace retaliation. Under Texas law, retaliation by an employer is illegal, and understanding your rights is essential. We know that you may feel overwhelmed, but we are here to guide you through the steps you can take if you are facing workplace retaliation in Temple. 

 

At Scanes Yelverton Talbert, LLP (SYT), we help individuals across Temple, Texas, and beyond navigate complex employment disputes with clarity and confidence. Our attorneys aren’t afraid to take on complex or high-stakes cases. We believe every employee deserves to work in an environment free from fear of retaliation, and we fight tirelessly to hold employers accountable when they cross the line. 

 

If you believe your employer is retaliating against you, our team is here to provide guidance and insight. Please read below to learn more about your rights under Texas law and how SYT can help protect them. 

 

What Is Employer Retaliation Under Texas Law? 

Employer retaliation occurs when an employer takes adverse action against an employee because they engaged in a legally protected activity. This could involve filing a complaint, participating in an investigation, or even just raising a concern about illegal or unethical practices at work. 

   

Retaliation laws exist at both the federal and state levels, including protections under the Texas Labor Code, the Texas Whistleblower Act, and federal statutes like Title VII of the Civil Rights Act, the Americans with Disabilities Act (ADA), and others. 

   

These laws are designed to ensure that employees can stand up for their rights and the rights of others without fear of punishment. At SYT, we help workers understand these protections and take action when those rights are violated. 

 

What Actions Are Protected from Retaliation in Texas? 

Texas and federal law protect workers from retaliation for a wide range of lawful and good-faith activities. Some common examples include: 

• Reporting workplace discrimination or harassment (based on race, sex, religion, disability, etc.) 
• Filing a workers' compensation claim 
• Raising concerns about unsafe or illegal workplace conditions 
• Taking legally protected leave, such as under the Family and Medical Leave Act (FMLA) 
• Participating in an investigation or lawsuit related to workplace rights 
• Refusing to engage in illegal acts requested by the employer 
• Reporting wage violations, such as unpaid overtime 

   

If you’ve done any of the above and faced backlash from your employer, it's worth speaking with a member of our team to determine whether you’ve experienced illegal retaliation. Get started today by initiating your free case review here.   

 

What Does Retaliation Look Like? 

Retaliation can take many forms, and it doesn’t always involve being fired. In fact, many types of retaliation are more subtle, making it harder for employees to recognize immediately. 

 

Some examples of workplace retaliation include: 

• Sudden poor performance reviews after making a complaint 
• Being demoted or reassigned to a less favorable position 
• Harsh disciplinary actions without an apparent reason 
• A significant cut in hours or pay 
• Exclusion from meetings, projects, or promotions 
• Verbal abuse, threats, or hostile treatment 
• Termination shortly after engaging in protected activity 

   

The key factor isn’t just that something negative happened at work, it’s why it happened. If there’s a link between your protected action and the adverse treatment you received, that’s a red flag. 

   

At SYT, we carefully analyze the facts of your situation to determine whether the retaliation you’ve experienced rises to the level of legal action, and if it does, we act. 

 

How Do I Prove I Was Retaliated Against? 

Proving retaliation isn’t always straightforward, especially when employers attempt to justify their actions by citing performance or conduct issues. However, several pieces of evidence can help build a strong case. 

   

We may be able to show: 

• Timing: The retaliation happened soon after you engaged in a protected activity. 
• Pattern changes: Your treatment at work changed noticeably after the protected activity. 
• Comparisons: Other employees who didn’t engage in protected activity were treated differently. 
• Communications: Emails, texts, or other documents showing the employer’s intent or mindset. 
• Witness statements: Colleagues who saw or experienced similar retaliation. 

   

We understand that most people don’t have all the evidence in hand when they decide that they are ready to contact a lawyer. That’s okay. At SYT, we work with you to uncover the facts and identify the best legal strategy to protect your rights and pursue justice. We take the time to truly understand your experience, ask the right questions, and dig deep into the details that can make or break a case. Our goal is not only to hold employers accountable, but to help restore your confidence and peace of mind during a difficult and often emotional time. 

 

What Should I Do If I Think I’m Being Retaliated Against? 

If you suspect you're being retaliated against in a Temple workplace, it is essential to take action quickly and protect your interests. Here is what we recommend you do: 

   

1. Document everything. Write down what happened, when it happened, and who was involved. Save any emails, performance reviews, or communications that might support your claim. 
2. Follow internal procedures. If your employer has a Human Resources department or a formal grievance process, ensure you follow it. Even if it doesn’t resolve the problem, it helps show you acted in good faith. 
3. Avoid impulsive decisions. Quitting your job might feel like the only option, but in some cases, it can complicate a retaliation claim. Before making a significant decision, reach out to our team. We will help you understand your options and make the best choice for your case. 
4. Reach out to SYT for legal help in Temple. The earlier you involve us, the better. Employment laws have strict deadlines, so it’s important not to wait too long. 

   

We offer a free case review   to help you understand your rights and explore your next steps. You don’t have to navigate this process alone. 

 

Is It Retaliation If I Was Fired After Making a Complaint? 

Not every termination after a complaint is considered illegal retaliation, but many are. If you were fired shortly after reporting harassment, discrimination, or another protected concern, that timing may not be a coincidence. 

   

Employers will often claim they had a legitimate reason for firing you. However, we know that isn’t always true, and we dig deeper to prove it. We look for inconsistencies in your performance history, compare how other employees were treated, and evaluate whether the employer’s stated reason is simply a pretext for retaliation. 

 

Can I File a Lawsuit for Retaliation in Texas? 

Yes, under certain circumstances, you can file a lawsuit against your employer for retaliation. Depending on the type of retaliation, your claim may fall under Texas law, federal law, or both. However, the process for pursuing a retaliation claim can be complex, and it almost always involves strict deadlines and procedural steps. This is where we step in to help. The process can vary, but generally, it may include: 

   

• Filing a charge with the Equal Employment Opportunity Commission (EEOC) or Texas Workforce Commission (TWC).   
• Participating in an investigation or mediation. 
• Filing a civil lawsuit in state or federal court. 

   

We don’t expect you to navigate this system on your own. We will guide you through every step of the process, from gathering the initial facts and assisting you in filing with the correct agency to preparing your case for litigation if necessary. We clearly explain your options, answer your questions along the way, and help you make informed decisions tailored to your specific situation.   

 

It is important to note that these steps often come with strict filing deadlines, sometimes as short as 180 days from the date of the retaliation, which is why you should contact us as soon as possible. 

 

What Compensation Can I Get in a Retaliation Claim? 

If your case successfully proves retaliation, you may be entitled to a variety of remedies, including: 

• Back pay (wages you lost due to being fired or demoted) 
• Reinstatement (getting your job or a similar one back) 
• Front pay (compensation for future lost wages) 
• Compensation for emotional distress 
• Punitive damages, in cases of especially harmful or malicious retaliation 
• Legal fees and costs 

   

Each case is different, and the potential outcomes depend on the facts. During your initial consultation, we can discuss the types of compensation that may apply to your situation. 

 

Start with a Free Case Review Today 

Retaliation cases are time-sensitive and fact-specific, and the sooner you understand your legal rights, the better positioned you’ll be to protect them. At SYT, we offer fierce, focused advocacy rooted in experience and results. Our firm is built on the belief that every client deserves personalized attention, not a one-size-fits-all approach. We’re proud to take on challenging and complex cases that others may avoid, and we see each one through with tenacity, strategy, and compassion. 

   

We will guide you step-by-step through the legal process, from the moment you reach out to the final resolution of your case. Whether that involves filing with the EEOC or the TWC, pursuing litigation, or negotiating a resolution, our team will be by your side every step of the way. 

   

It all starts with a free case review, a confidential opportunity for us to learn about your experience and help you determine the next steps. Take the first step today by filling out our online  employment claims case review form. Let us be your advocate. 

 

Still have questions? Give us a call at 254-399-8788. Our team is happy to assist you in any way we can.