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FMLA Retaliation
Taking FMLA leave is a protected right. If your employer answered it with a demotion, a termination, or a quiet shift in how you are treated, that may be retaliation.
Pregnancy discrimination often arrives as reduced hours, a denied accommodation, or pressure to resign — before leave, during recovery, or the week you come back.
Discrimination based on race, gender, age, disability, or another protected characteristic can shape your pay, your promotions, and whether you keep your job at all.
Unwanted advances, a hostile work environment, or an employer that looked away after you reported it. Sexual harassment claims often turn on what happened next.
Employers have to engage with a request for a reasonable accommodation for a disability, medical condition, or religious practice. Stalling the request is its own problem.
A severance agreement is a release of claims you may not know you have. Once it is signed the leverage is gone, which is why the time to review it is before that.
A performance improvement plan is sometimes a real chance to improve and sometimes a paper trail built ahead of a termination. How you respond to it matters.
Most firings are legal, even the unfair ones. A wrongful termination claim depends on whether the real reason was discrimination, retaliation, or a violation of public policy.
