In West Los Angeles, there is seemingly a large number of business establishments. Doing business in this area of Los Angeles is a lucrative endeavor.

With the boost of business, it created economic advantages within the region, and it generated jobs and livelihood for the locals. Customarily however, there are also bad implications that the boom of business brings. In the context of employment, several labor law violations are being committed by employers against their employees.

An example of these violations is workplace retaliation, which is a form of discrimination.

Retaliation in workplaces is increasing at great speed. Retaliation claims have been the new frontier in the employment discrimination arena.

To shed lights with the concept or retaliation is worthwhile.

Retaliation concept

Workplace retaliation against employees is proscribed by law.

The concept of retaliation connotes that an employer is prohibited from retaliating against any employee who:

• files a complaint, • attempts to enforce a right protected by law, • testifies in a case, • or assists in a case that is adverse in the employer’s interest.

The idea of a retaliation claim is that an employer cannot take revenge against an employee for doing or enforcing something that is permitted or protected by law.

Retaliation Laws

Most jurisdictions have provided provisions against retaliation in workplaces in their respective employment laws.

In some jurisdictions where specific retaliation provisions are not provided, public policy and common law precepts are the main sources in protecting employee’s rights against retaliation.

In the United States, state and federal employment laws prohibit employment and workplace retaliation.

To be specific, under California law, it is unlawful for an employer to retaliate against an employee because he or she has exercised a legal right. Such prohibition was contained in the Fair Employment and Housing Act (FEHA), which is the principal employment law source in California, including the West Los Angeles Area.

Moreover, the provision in the FEHA was further exemplified, in the California Government Code at section 12900 and those that follow section 12940, subdivision (h).

The statute regulates workplace retaliation in these respects:

• The statute prohibits an employer from retaliating against any employee who engages in protected activity under the FEHA. Further, the provision makes it unlawful for any employer or person to discharge, expel, or otherwise discriminate any person because such individual has opposed any practices forbidden under this part or because the person has filed a complaint, testified, or assisted in any proceeding under this part.

• To establish a prima facie case of retaliation, a plaintiff must show that:

1. He or she is engaged in a protected activity.

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