It’s not easy making a case against your employer, but if you’re a lawyer who wants to help you succeed, you can do it.
It’s called civil rights litigation.
And the best way to do that is to get in touch with the federal government.
Civil rights cases are brought by citizens who have suffered discrimination.
The federal government has an equal opportunity to hear your case.
It can hold hearings and issue subpoenas.
It also has an obligation to respond to your case and make any necessary changes.
Civil Rights law also covers the conduct of government officials.
They have the same right to investigate your complaint and prosecute your employer for discrimination as you do to file a lawsuit in state court.
That’s called the whistleblower statute, and it’s a powerful tool to protect whistleblowers.
It requires federal officials to notify employees of any allegations of discrimination that may be in their records.
This is a key part of protecting employees and workers from retaliation.
The whistleblower statute requires the federal courts to consider whether the federal official violated a federal law or statute by failing to file the alleged discrimination complaints.
If the federal court finds that the federal employee violated a law or law by failing or refusing to file such a complaint, the court can issue a protective order prohibiting the federal agency from discriminating against any employee, including a whistleblower, for up to two years.
That includes an injunction barring the federal employment of the whistleblower.
A federal court also can issue an order preventing the federal employer from retaliating against employees who file a complaint.
The order must include a specific remedy for the whistleblower and must be issued by a federal court judge within 180 days of the date of the alleged discriminatory conduct.
The executive branch of the federal Government cannot use the federal whistleblower statute to prosecute whistleblowers for any alleged violations of federal law.
Federal employees are protected by the whistleblower statutes when they file complaints of discrimination, and when they receive a protective Order from a federal agency.
You don’t need to go to the Department of Justice to file an employment discrimination claim.
But if you are an employee who has been fired for complaining about discrimination, you have a stronger claim.
Federal courts can hear and award an injunction against an employer’s retaliation against employees alleging a violation of the anti-discrimination law, and they can issue injunctions against retaliation that the employee believes occurred.
For example, an employee could bring an employment-discrimination claim under the whistleblower provisions of the National Labor Relations Act or the Equal Employment Opportunity Act if he or she was fired or terminated because of an alleged violation of a law that the Department or a federal government agency has a duty to enforce.
For a federal employee who filed a claim under those laws, the EEOC is also required to respond.
If you are a whistleblower and you have been terminated, you may also be entitled to compensation for loss of earnings, loss of employment benefits, and punitive damages.
If an EEOC investigator finds that an employer retaliated against you because of your complaints, it can file an action to enjoin the retaliation or recover any damages that it alleges are caused by the retaliatory conduct.
In such an action, the government can collect damages for any lost wages, lost benefits, or other loss that is caused by retaliation against an employee, and the government may also have the right to recover punitive damages if the retaliator has actual knowledge of the retaliation and engaged in the retaliating conduct.
Federal law also provides that employees who believe they have been retaliated upon may file a claim for damages for punitive damages, but the EEAC is prohibited from filing an action against the employer.
The EEOC can issue protective orders and order the employer to make reasonable modifications to the workplace and its policies.
The employer must make those modifications within two years after the notice is received.
If your employer has made the modifications, the agency must comply with the order, and you may have to pay damages and expenses.
The agency must also respond to you within seven days of receiving your claim.
The Department of Labor and the Equal Opportunity Employment Commission (EEOC) are the federal agencies that investigate and prosecute claims of discrimination and retaliation against federal employees and contractors.
If a federal official engages in a retaliatory activity that is illegal, you should file a federal employment discrimination lawsuit in federal court.
If federal employment is a matter of public interest, you might also be able to get a federal civil rights injunction against the retaliation.
If there are civil rights violations in your workplace, the Equal Justice Initiative (EJI) of the University of Illinois law school offers a resource on how to file claims of workplace discrimination and harassment in Illinois.