EMPLOYMENT RETALIATION COMPLAINT

EEOC Administrative Charge Template

RETALIATION OVERVIEW

What is Retaliation?

Retaliation occurs when an employer takes adverse action against an employee because the employee engaged in "protected activity" - either opposing discrimination or participating in the complaint process.

Two Types of Protected Activity

1. Opposition Clause: Opposing any practice made unlawful by employment discrimination laws
2. Participation Clause: Participating in any manner in an investigation, proceeding, or hearing under the discrimination laws

Elements of a Retaliation Claim

1. You engaged in protected activity
2. The employer knew about your protected activity
3. The employer took adverse action against you
4. There is a causal connection between the protected activity and adverse action

Causation Standard

Under University of Texas Southwestern Medical Center v. Nassar (2013), retaliation claims under Title VII require "but-for" causation - meaning the protected activity must be the actual reason for the adverse action.

SECTION 1: CHARGE INFORMATION

Charge Presented To:
☐ EEOC (Equal Employment Opportunity Commission)
☐ State/Local FEPA: _____________________________________________________

EEOC Office Location: _________________________________________________

Date of Filing: ________________________________________________________

Is This a New Charge or Amendment?
☐ New charge
☐ Amendment to existing charge - Original Charge No.: _______________________

SECTION 2: COMPLAINANT INFORMATION

Full Legal Name: _____________________________________________________

Street Address: _______________________________________________________

City: _________________________ State: _________ Zip Code: __________

Home Phone: _________________________ Cell Phone: ___________________

Email Address: ________________________________________________________

SECTION 3: EMPLOYER INFORMATION

Company Legal Name: _________________________________________________

Street Address: _______________________________________________________

City: _________________________ State: _________ Zip Code: __________

Phone Number: _______________________________________________________

Number of Employees: _________________________________________________

☐ 15 or more (Title VII, ADA, GINA)
☐ 20 or more (ADEA)
☐ Any number (EPA retaliation)

SECTION 4: EMPLOYMENT INFORMATION

Job Title: ____________________________________________________________

Department: __________________________________________________________

Date of Hire: _________________________________________________________

Current Status:
☐ Currently Employed
☐ Terminated - Date: _____________________________________________________
☐ Resigned/Constructive Discharge - Date: __________________________________

Direct Supervisor Name and Title: ________________________________________

SECTION 5: THE PROTECTED ACTIVITY

A. Type of Protected Activity

Check all that apply:

Opposition Activities (Opposing Discrimination)

☐ Complained internally about discrimination
☐ Complained to a supervisor or manager about discrimination
☐ Complained to HR about discrimination
☐ Refused to participate in discriminatory conduct
☐ Reported discriminatory conduct you witnessed
☐ Opposed a policy you believed was discriminatory
☐ Objected to discriminatory jokes, comments, or conduct
☐ Requested a reasonable accommodation (disability or religious)
☐ Other opposition activity: _______________________________________________

Participation Activities (Engaging in the Complaint Process)

☐ Filed an EEOC charge
☐ Filed a complaint with a state/local fair employment agency
☐ Filed an internal discrimination complaint
☐ Served as a witness in a discrimination investigation
☐ Provided testimony in a discrimination proceeding
☐ Cooperated with an EEOC investigation
☐ Assisted another employee with a discrimination complaint
☐ Participated in a discrimination lawsuit
☐ Other participation activity: _____________________________________________

B. Details of Protected Activity

Date(s) of Protected Activity: ___________________________________________

What exactly did you do?

___________________________________________________________________________

___________________________________________________________________________

___________________________________________________________________________

To whom did you complain or report?

Name: __________________________________________________________________

Title: ___________________________________________________________________

Date: ___________________________________________________________________

How did you communicate your complaint/opposition?
☐ Verbally
☐ In writing (email, letter, memo)
☐ Through HR system/hotline
☐ Other: ________________________________________________________________

What discrimination did you oppose or participate in addressing?

Type of discrimination: ___________________________________________________

Who was the target of the discrimination (you or someone else)? ________________

___________________________________________________________________________

C. Employer Knowledge

Did the employer (decision-makers) know about your protected activity?
☐ Yes ☐ No ☐ Unknown

If yes, how did they learn about it?

___________________________________________________________________________

Who at the employer knew about your protected activity?

SECTION 6: THE ADVERSE ACTION

A. Type of Adverse Action

What negative action(s) did the employer take against you?

☐ Termination/Discharge
☐ Demotion
☐ Suspension
☐ Failure to promote
☐ Denial of raise
☐ Reduction in pay
☐ Reduction in hours
☐ Transfer to less desirable position
☐ Transfer to less desirable location
☐ Negative performance evaluation
☐ Written warning/Discipline
☐ Placed on Performance Improvement Plan (PIP)
☐ Exclusion from meetings/projects
☐ Removal of job responsibilities
☐ Increased scrutiny/micromanagement
☐ Threats of termination or discipline
☐ Hostile treatment/Ostracism
☐ Denial of training opportunities
☐ Denial of benefits
☐ Unfavorable reference
☐ Constructive discharge (forced to resign)
☐ Other: ________________________________________________________________

B. Details of Adverse Action

Date(s) of Adverse Action: ______________________________________________

Who took the adverse action?

Name: __________________________________________________________________

Title: ___________________________________________________________________

Describe the adverse action in detail:

___________________________________________________________________________

___________________________________________________________________________

___________________________________________________________________________

___________________________________________________________________________

What reason, if any, did the employer give for the adverse action?

___________________________________________________________________________

___________________________________________________________________________

C. Materially Adverse

For retaliation claims, the adverse action must be "materially adverse" - meaning it might dissuade a reasonable worker from making or supporting a charge of discrimination.

How has this action affected you?

___________________________________________________________________________

___________________________________________________________________________

SECTION 7: CAUSAL CONNECTION (TIMELINE)

A. Temporal Proximity

Date of Protected Activity: ______________________________________________

Date of Adverse Action: ________________________________________________

Time Between Protected Activity and Adverse Action: _______________________

Close timing between protected activity and adverse action can be evidence of retaliation. Courts often find that adverse actions taken within days or weeks of protected activity suggest a causal connection.

B. Timeline of Events

C. Additional Evidence of Causation

Check all that apply:

☐ Close temporal proximity (adverse action shortly after protected activity)
☐ Decision-maker made statements linking protected activity to adverse action
☐ No performance issues before protected activity
☐ Employer treated me differently after protected activity
☐ Employer's stated reason is pretextual (not the real reason)
☐ Similarly situated employees who didn't engage in protected activity treated better
☐ Pattern of retaliation against others who engaged in protected activity
☐ Other evidence: ________________________________________________________

Describe additional evidence of causation:

___________________________________________________________________________

___________________________________________________________________________

___________________________________________________________________________

SECTION 8: EMPLOYER'S STATED REASON AND PRETEXT

A. Employer's Explanation

What reason did the employer give for the adverse action?

☐ Performance issues
☐ Attendance/Tardiness
☐ Policy violation
☐ Insubordination
☐ Restructuring/Elimination of position
☐ Budget cuts
☐ No reason given
☐ Other: ________________________________________________________________

Details of employer's explanation:

___________________________________________________________________________

___________________________________________________________________________

B. Why the Reason is Pretextual (False)

If the employer's stated reason is not the true reason for the adverse action, it may be pretext for retaliation.

Check all that apply:

☐ No performance issues documented before protected activity
☐ Performance issues fabricated or exaggerated after protected activity
☐ Other employees with same issues were not disciplined/terminated
☐ Employer's explanation has changed over time
☐ Employer's explanation is inconsistent with company policy
☐ Evidence contradicts employer's stated reason
☐ Timing makes employer's explanation implausible
☐ Decision-maker expressed hostility toward protected activity
☐ Other: ________________________________________________________________

Explain why the employer's reason is false:

___________________________________________________________________________

___________________________________________________________________________

___________________________________________________________________________

SECTION 9: COMPARATIVE TREATMENT

Were other employees who did NOT engage in protected activity treated differently?
☐ Yes ☐ No

If yes, provide details:

SECTION 10: PATTERN OF RETALIATION

Have other employees at this company experienced retaliation for similar protected activity?
☐ Yes ☐ No ☐ Unknown

If yes:

SECTION 11: WITNESSES

SECTION 12: EVIDENCE

Documents You Have:

☐ Written complaint(s) you made
☐ Emails related to protected activity
☐ Emails showing adverse treatment
☐ Performance evaluations (before and after)
☐ Disciplinary documents
☐ Termination letter
☐ HR communications
☐ Text messages
☐ Notes of meetings/conversations
☐ Prior EEOC charge(s)
☐ Witness statements
☐ Other: ________________________________________________________________

SECTION 13: UNDERLYING DISCRIMINATION CLAIM

Is your retaliation claim related to an underlying discrimination claim?
☐ Yes ☐ No

If yes:

Type of Underlying Discrimination:
☐ Race ☐ Color ☐ Religion ☐ Sex ☐ National Origin
☐ Age ☐ Disability ☐ Genetic Information

Status of Underlying Claim:
☐ Not yet filed
☐ Pending EEOC charge - Charge No.: _____________________________________
☐ EEOC investigation complete
☐ Lawsuit filed
☐ Resolved/Settled

Note: You can have a valid retaliation claim even if the underlying discrimination claim is not successful, as long as you had a good faith, reasonable belief that discrimination occurred.

SECTION 14: STATE-SPECIFIC NOTES

California

• State Law: California FEHA, Government Code § 12940(h)
• Broader Protection: Protects opposition to any practice "forbidden" under FEHA
• Filing Deadline: 3 years to file with CRD
• Remedies: Broader remedies including uncapped damages

Texas

• State Law: Texas Labor Code Chapter 21
• Filing Deadline: 180 days to file with TWC-CRD
• Protection: Protects from retaliation for filing complaint or participating in proceeding

Florida

• State Law: Florida Civil Rights Act, Florida Statutes § 760.10(7)
• Filing Deadline: 365 days to file with FCHR
• Protection: Protects from discrimination for opposing unlawful practices

New York

• State Law: New York State Human Rights Law, Executive Law § 296(7)
• Filing Deadline: 3 years to file with DHR (as of 2/15/2024)
• Broader Protections: NYC Human Rights Law provides even broader protection
• Lower Threshold: Broader definition of adverse action

SECTION 15: DAMAGES

Economic Damages

Lost Wages: $ _________________________________________________________

Lost Benefits: $ _______________________________________________________

Other Economic Losses: $ _______________________________________________

Non-Economic Damages

Emotional Distress:

___________________________________________________________________________

___________________________________________________________________________

☐ I have sought medical/mental health treatment for stress, anxiety, or depression related to the retaliation

Punitive Damages

Available for willful or malicious conduct under some statutes

SECTION 16: RELIEF REQUESTED

☐ Back pay and lost benefits
☐ Front pay
☐ Reinstatement
☐ Promotion (if denied)
☐ Reversal of disciplinary action
☐ Removal of negative information from personnel file
☐ Compensatory damages for emotional distress
☐ Punitive damages
☐ Attorney's fees and costs
☐ Policy changes to prevent future retaliation
☐ Training for managers and supervisors
☐ Other: ________________________________________________________________

SECTION 17: FILING DEADLINES

Federal Deadlines (EEOC)

Important Notes

• Each new retaliatory act may start a new filing period
• Continuing violations may extend the filing period
• File as soon as possible to preserve your rights

SECTION 18: VERIFICATION AND SIGNATURE

I declare under penalty of perjury that the information provided in this charge is true and correct to the best of my knowledge, information, and belief.

I understand that:
- Retaliation for engaging in protected activity is illegal
- I must prove protected activity, employer knowledge, adverse action, and causal connection
- Filing this charge protects my right to file a lawsuit if necessary

Signature: ____________________________________________________________

Printed Name: _________________________________________________________

Date: ________________________________________________________________

ATTACHMENT CHECKLIST

☐ Copy of written complaint(s) made to employer
☐ Emails and correspondence about discrimination/retaliation
☐ Performance evaluations (before and after protected activity)
☐ Disciplinary documentation
☐ Termination letter (if applicable)
☐ Timeline of events
☐ Prior EEOC charges (if any)
☐ Witness contact information
☐ Other supporting documents

RETALIATION CLAIM CHECKLIST

Before filing, confirm you can establish:

☐ Protected Activity: I engaged in activity protected by law (opposing discrimination or participating in complaint process)

☐ Employer Knowledge: The decision-maker knew about my protected activity

☐ Adverse Action: The employer took action that would dissuade a reasonable worker from engaging in protected activity

☐ Causal Connection: There is a link between my protected activity and the adverse action (timing, statements, pretext, pattern)

☐ Timeliness: I am filing within the applicable deadline

Retaliation claims are among the most common employment discrimination charges filed with the EEOC. Document everything and consult with an employment attorney to evaluate the strength of your claim.