Defending Against Retaliation Claims

OSHA Retaliation Claims Defense Lawyers in Texas

Helping Employers Prevent & Defend Against Claims of Whistleblower Retaliation

If an employee makes a complaint about workplace safety, the employer is prohibited from retaliating against that employee. The law is intended to promote workplace safety by protecting employees' ability to raise safety concerns, and the Occupational Safety and Health Administration (OSHA) takes claims of retaliation seriously.

However, our firm knows one vital fact: Not every allegation of retaliation is valid.

Often, nonperforming employees will allege retaliation just to protect themselves from their own improper action. We help employers defend themselves against inaccurate claims that they retaliated against workers.

At Hendershot Cowart P.C., our lawyers serve the needs of businesses in Houston and throughout Texas. We help employers prevent and deal with OSHA claims, including allegations of retaliation.

Speak with our OSHA retaliation defense attorneys about your case. Call (713) 909-7323 or contact us online to schedule an initial consultation.

What Does OSHA Consider Retaliation?

Per OSHA, retaliation against a worker occurs when an employer takes an adverse action against the employee because the employee engaged in a protected activity, such as reporting a safety concern. Retaliation can be subtle. Examples of adverse actions include:

  • Firing or laying off the worker
  • Demoting, blacklisting, or disciplining the worker
  • Denying overtime or promotion
  • Reducing pay or hours
  • Denying benefits
  • Intimidation
  • Reassignment to a less desirable position

Workers who believe they have been subject to retaliation for raising concerns about workplace safety can file a whistleblower claim with OSHA, which must investigate the claim. For employers, these claims can be complicated; there are many reasons to change a worker's job duties, hours, and responsibilities. Workers may claim they're victims of retaliation, but employers often change a worker's employment status for reasons completely unrelated to retaliation and that may be justified.

Documentation Needed to Defend Against OSHA Retaliation Claims

The best way to defend against a retaliation claim is to document all actions taken following an employee complaint about workplace safety and to thoroughly investigate the claim. Among other things, employers should:

  • Follow through on employee safety concerns promptly, even if they appear to be trivial. Maintain the employee’s confidentiality to prevent further retaliation or isolation by coworkers.
  • Be transparent with the employee about next steps, including investigation procedures. Keep the reporting employee informed of all developments throughout the investigation and follow up with the reporting employee to ensure continued protection from retaliation. Document your communications.
  • Investigate claims using an objective, independent complaint review process while avoiding conflicts of interest and preconceptions. For example, such an investigation should be independent from the company’s legal counsel, who is obligated to protect the employer’s interests.
  • Keep comprehensive personnel files. If an employee violates an OSHA rule, safety protocol, or workplace rule, document the violation and take witness statements. Keep evidence and documentation to support your actions.
  • Ensure that any subsequent employment status changes are made for valid, non-retaliatory reasons and that you have previous, progressive documentation of those reasons.

More Ways to Protect Texas Employers from Retaliation Complaints

Employers can further protect themselves from claims of whistleblower retaliation by:

  • Demonstrating a commitment to preventing retaliation at the management level by training managers on what retaliation is and their legal obligations to prevent retaliation.
  • Putting systems in place that enable and encourage employees to report hazards, safety concerns, and acts of retaliation through multiple channels. Make sure these systems protect the reporting employee’s confidentiality.
  • Documenting the process for receiving and responding to reports of retaliation, including the investigation and resolution procedure.
  • Monitoring and auditing your anti-retaliation program by analyzing reporting trends, ensuring managers are following policy, and surveying employees to see if they are comfortable reporting safety concerns.

Retaliation claims can be damaging for employers, which is why it is important to take steps to reduce the chances of a successful retaliation claim and to work with an experienced OSHA defense attorney if you suspect a retaliation claim could be, or has been, filed.

Defending Employers Against Retaliation Claims for More than 30 Years

Our OSHA defense law firm helps businesses reduce the risk of claims of retaliation and defends employers' interests when employees claim retaliatory acts. With more than 30 years of experience, we understand the real-life issues employers face every day in complying with the complex and ever-changing OSHA standards and guidelines. This experience and understanding positions us to create strong compliance and defense strategies that meet the needs of your case.

To learn how our OSHA defense attorneys can help you combat retaliation claims, contact us today. Call (713) 909-7323 or contact us online.

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