In Washington State, unlawful retaliation claims fail for a variety of reasons. Unlawful retaliation is a form of unlawful employment discrimination in Washington State.
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WASHINGTON LAW AGAINST DISCRIMINATION: UNLAWFUL RETALIATION
The Washington Law Against Discrimination (WLAD) prohibits an employer from retaliating against a person for opposing a discriminatory practice forbidden by WLAD or for participating in a proceeding to determine whether discrimination occurred. See RCW 49.60.210.
To establish a prima facie claim of unlawful retaliation, a plaintiff must show that (1) [he/she] engaged in statutorily protected activity, (2) [his/her] employer took an adverse employment action against [him/her], and (3) there is a causal link between the activity and the adverse action. Alonso v. Qwest Communications Co., 178 Wn.App. 734, 754, 315 P.3d 610 (2013).
TOP 3 REASONS UNLAWFUL RETALIATION CLAIMS FAIL
Here’s my opinion of the top 3 reasons why unlawful retaliation claims fail in Washington State:
#3 – No Causation
A plaintiff bringing suit based on unlawful retaliation, RCW 49.60.210, must prove causation by showing that retaliation was a substantial factor motivating the adverse employment decision. Allison v. Housing Authority of City of Seattle, 118 Wn.2d 79, 96 (Wash. 1991).
Two common ways (but not the only ways) to establish causation include (1) proximity in time, and (2) abrupt change in performance reviews. It should be clear how an abrupt change in performance reviews from satisfactory to poor can support an argument for causation; however, “proximity in time” requires further explanation.
“Proximity in time” supports an argument for causation if the plaintiff can show the employer’s knowledge that the plaintiff engaged in protected activities and that the proximity in time between the protected action and the allegedly retaliatory employment action is minimal.
This element can pose a problem in litigation if the employee-plaintiff is unable to argue either “proximity in time” or “change in performance reviews”, and there is no other evidence that retaliation was a substantial factor motivating the adverse employment decision.
#2 – No Adverse Employment Action
To establish an adverse employment action, “the employee must show that a reasonable employee would have found the challenged action materially adverse, meaning that it would have dissuaded a reasonable worker from making or supporting a charge of discrimination.” Boyd v. State, 187 Wn.App. 1, 13, 349 P.3d 864 (Div. 2 2015) (internal citations and quotation marks omitted). It includes but is not limited to a demotion or adverse transfer, or a hostile work environment. Id. (internal citations and quotation marks omitted).
The problem typically occurs when the employee alleges an adverse employment action that is merely bothersome; because a viable “adverse employment action involves a change in employment that is more than an inconvenience or alteration of one’s job responsibilities.” Alonso v. Qwest Communications Co., 178 Wn.App. at 746.
#1 – No Protected Activity
An employee engages in WLAD-protected activity when he opposes employment practices forbidden by antidiscrimination law or other practices that he reasonably believed to be discriminatory. Id. at 753.
However, a general complaint about an employer’s unfair conduct does not rise to the level of protected activity in a discrimination action under WLAD absent some reference to the plaintiff’s protected status. Id.
A common problem that occurs is when an employee-plaintiff either completely fails to complain of discrimination to the employer or fails to properly complain of discrimination to the employer by omitting reference to one or more specific protected classes.
READ MORE ARTICLES
We invite you to read more of our blog articles concerning this topic:
Adverse Employment Actions: A Closer Look
Definition of Prima Facie Case*
Employment-Discrimination Hotlines & Unlawful Retaliation
The McDonnell Douglas Burden Shifting Framework*
The Prima Facie Case: Unlawful Retaliation
Top 3 Reasons Unlawful Retaliation Claims Fail
Top 3 Causation Standards: Unlawful Retaliation
Unlawful Retaliation: Adverse Employment Action
Unlawful Retaliation and the Prospective Employer
Unlawful Retaliation: The Actual-Knowledge Standard
Unlawful Retaliation: The Causal Link
Unlawful Retaliation: The Functionally-Similar Test
Unlawful Retaliation: Statutorily Protected Activity
*NOTE: The link will take the reader to our Williams Law Group Blog – an external website.
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–gw