Retaliatory Discharge for Workplace Safety Complaints By Dan Atkerson on May 08, 2018

Female employeeWorkers in the state of Texas are protected from retaliatory actions from their employer after filing complaints, taking part in a workplace investigation, or practicing other legally protected activities. Unfortunately, even though there are both state and federal laws in place that protect workers from workplace retaliation, it remains a common practice. 

Workplace retaliation is often used as a punishment for employees who have made complaints or taken other actions that upset the employer. Workplace retaliation can take many forms, but wrongful termination is one of the most common. Anyone who has faced retaliatory discharge for workplace safety complaints in the Allen, TX area should seek legal action as soon as possible. Attorney Dan A. Atkerson is highly experienced in this field of law and is happy to help clients explore their legal options following a retaliatory discharge.

Protection Against Retaliation

One form of workplace retaliation that is legally protected is whistleblowing, or making complaints regarding unsafe work conditions or practices. Every employee has a right to make a safety complaint within the company, or report a complaint to an outside party, without facing retaliatory action. 

Even if a safety complaint is investigated and the claim turns out to be unfounded, an employer is unable to take retaliatory action against that worker, as long as the complaints were made in good faith (i.e. they really believed that safety practices were being broken). 

Building a Retaliatory Discharge Case

Some forms of retaliatory action are not very obvious and may be difficult to prove. It is easy to make a link between a safety complaint and wrongful termination if the worker was let go shortly after making such complaints. Still, most employers deny claims of retaliatory action and will be eager to protect themselves against these charges. 

It is likely that they will provide a reason for the termination that is completely unrelated to any safety complaints. In most cases, employers will claim that a worker was discharged because of poor work performance. 

To build a strong case proving retaliatory discharge for safety complaints, it is important to collect as much evidence as possible. Evidence that may prove useful in these types of cases include:

  • Past work reviews showing that job standards were being met or exceeded
  • Any emails or other written or verbal communication praising the employee’s work
  • Any negative communication related to the safety complaint
  • Testimony from other workers regarding any behavior changes on the part of the employer after safety complaints were made 

Attorney Dan Atkerson will gather the evidence that is necessary to prove retaliatory discharge, and will provide clients with their legal options regarding recourse. Depending on the details of the case, employees may be due financial compensation for back pay, the loss of future wages, emotional stress, attorney fees, and punitive damages.

Contact Us 

If you have been wrongfully terminated after filing a workplace safety complaint, you should work with an experienced attorney, such as Dan A. Atkerson, to ensure your legal rights are protected. Contact us at your earliest convenience to discuss the details of your case and learn more about your legal options.

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Dan Atkerson

Law Offices of Dan A. Atkerson

Dan A. Atkerson has been protecting the rights of North Texas employees for over nearly four decades. He is affiliated with several prestigious legal organizations, including: 

  • The State Bar of Texas
  • The Dallas Bar Association
  • The United States Court of Appeals Fifth Circuit
  • Texas Supreme Court and all Texas trial and appellate courts
  • Texas federal courts for the Northern and Eastern Districts of Texas

Through aggressive, knowledgeable representation, he has helped clients all over the state reach significant verdicts and settlements. To schedule a consultation at our law firm, request an appointment online or call us at (214) 383-3606.

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