Do you offer a free consultation for startups?

Yes. The Rhodes Law Firm offers a free initial consultation — no obligation, no pressure.

What legal services do you offer for startups and entrepreneurs?

We offer corporate formation, contract drafting, outside general counsel, IP protection, regulatory compliance, and investor agreement support for startups in Louisiana and nationally.

Do you handle divorce and child custody cases in Louisiana?

Yes. The Rhodes Law Firm provides compassionate family law representation including divorce, legal separation, child custody, child support, spousal support, and adoption throughout Louisiana.

How much does a family law attorney cost in New Orleans?

The Rhodes Law Firm offers a free initial consultation so you can understand your options before making any financial commitment. Contact us at (504) 475-0975 to get started.

Where is The Rhodes Law Firm located?

The firm is based in New Orleans, Louisiana and serves clients statewide and nationally.

How do I contact The Rhodes Law Firm?

Call (504) 475-0975 or schedule a consultation at therhodeslawfirm.com.

What is workplace retaliation?

Workplace retaliation occurs when an employer takes a materially adverse action against an employee because the employee engaged in a legally protected activity. Federal and Louisiana law prohibit retaliation against employees who report discrimination, file EEOC charges, testify in investigations, request accommodations, take FMLA leave, or report safety violations to OSHA.

What is protected activity?

Protected activity includes: filing an EEOC charge or internal discrimination complaint; participating in an EEOC investigation or workplace discrimination proceeding; opposing discriminatory practices; requesting a disability accommodation; taking FMLA leave; reporting OSHA safety violations; reporting workers' compensation injuries; and whistleblowing about illegal employer conduct.

What qualifies as an adverse employment action?

An adverse employment action is any action that materially affects the terms, conditions, or privileges of employment. Examples: termination, demotion, reduction in pay or hours, reassignment to less desirable duties, negative performance reviews not based on actual performance, exclusion from meetings, micromanagement, and hostile treatment after a complaint.

Can my employer retaliate by cutting my hours?

Yes. A reduction in hours that materially affects your employment constitutes an adverse action. If it occurred shortly after you engaged in protected activity — filing a complaint, reporting harassment, requesting leave — the timing creates a strong inference of retaliation that your employer must explain with a legitimate, non-retaliatory reason.

Can my employer retaliate for reporting harassment to HR?

No. Reporting harassment to HR is protected activity under Title VII and the Louisiana Human Rights Act. Retaliation following an internal complaint is illegal. In fact, reporting to HR is typically required before an employee can sue the employer for harassment under a hostile work environment theory — so this reporting is both protected and strategically important.

How do I prove workplace retaliation?

To prove retaliation: (1) you engaged in protected activity; (2) your employer knew about the protected activity; (3) your employer took a materially adverse action; and (4) there is a causal connection between the protected activity and the adverse action. Timing is often the most powerful evidence — adverse actions taken soon after protected activity create a strong inference of retaliation.

Can I be fired for reporting discrimination?

No. Firing an employee for reporting discrimination is per se illegal retaliation under Title VII, the ADA, the ADEA, and the Louisiana Human Rights Act. If you were fired shortly after reporting discrimination — to HR, to the EEOC, or to management — you likely have both a discrimination claim and a retaliation claim. File an EEOC charge within 300 days.

What is whistleblower retaliation?

Whistleblower retaliation occurs when an employer takes adverse action against an employee for reporting illegal activity, regulatory violations, or public safety hazards. Multiple federal laws protect whistleblowers in specific contexts: OSHA protects workers who report safety violations; Sarbanes-Oxley protects employees who report securities fraud; the False Claims Act protects those who report government fraud.

What damages are available for retaliation claims?

Available damages include: back pay and front pay (lost wages); compensatory damages (emotional distress); punitive damages (for malicious or reckless conduct); and attorney's fees and costs. The same damages available in discrimination cases are generally available for retaliation claims, subject to the same Title VII damages caps based on employer size.

How long do I have to file a retaliation claim?

In Louisiana, you must file an EEOC charge within 300 days of the retaliatory act for Title VII, ADA, and ADEA retaliation claims. For FMLA retaliation, the statute of limitations is 2 years (3 years for willful violations). For OSHA whistleblower claims, the deadline is just 30 days for many OSHA-covered statutes — extraordinarily short. Consult an attorney immediately.

Employment Law

Workplace Retaliation Attorney — Louisiana

Protected Activity · Adverse Actions · Whistleblower · EEOC Retaliation

Workplace retaliation occurs when an employer takes adverse action (termination, demotion, harassment, reduced hours) against an employee for engaging in a protected activity — such as filing an EEOC charge, reporting discrimination, requesting an accommodation, taking FMLA leave, or reporting safety violations. Retaliation is illegal under Title VII, the ADA, the ADEA, the FMLA, and the Louisiana Human Rights Act. Louisiana employees have 300 days to file an EEOC retaliation charge.

Written & Reviewed By

Jonathan M. Rhodes

Attorney at Law — The Rhodes Law Firm

Practice Areas: Employment Law — Retaliation · Last Updated: September 24, 2026

Serving: Orleans Parish, Jefferson Parish, St. Charles Parish, Louisiana

Common Protected Activities

Filing an EEOC charge or discrimination complaint

Reporting harassment or discrimination to HR

Participating in a workplace investigation

Requesting a disability accommodation under the ADA

Taking FMLA or other protected medical leave

Reporting OSHA safety violations

Filing a workers' compensation claim

Refusing to participate in illegal activity (whistleblowing)

Speak With a Workplace Retaliation Lawyer

Jonathan M. Rhodes represents employees who have been punished for standing up for their rights. Free confidential consultation.

Schedule a Consultation (504) 475-0975

Related Employment Law Resources

Wrongful Termination

Fired for protected activity.

EEOC Claims

The EEOC charge process.

Workplace Discrimination

Underlying discrimination claims.

FMLA Claims

Retaliation for taking FMLA leave.

Employment Law Hub

All employment law services.

Workplace Retaliation in Louisiana — FAQ

Protect Your Workplace Rights

Free consultation. EEOC retaliation deadline: 300 days. OSHA retaliation: as few as 30 days. Act now.

Schedule a Free Consultation (504) 475-0975