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I’ve defended way more retaliation lawsuits than I can recall.
The facts and circumstances may vary, but the law doesn’t. A plaintiff claiming retaliation generally must: (1) engage in protected activity (e.g., an internal complaint of discrimination or participate in an EEOC proceeding); (2) suffer a materially adverse employment action; and (3) demonstrate a nexus between (1) and (2).
Last night, I read a recent decision from the Seventh Circuit Court of Appeals involving a plaintiff who complained about sexual harassment and later received a written reprimand for supposedly calling her coworker a “trick” (slang for prostitute).
The sexual
