Recent California Employment Case Shows Importance of Avoiding Appearance of Retaliation

On August 5, 2025, the Equal Employment Opportunity Commission (EEOC) announced that an employer in California has agreed to pay $20,000 and take other remedial action in order to settle a workplace retaliation case. Martinez Animal Hospital reportedly terminated employment without properly considering religious accommodation. Here, our California employment lawyer explains how this case shows the importance of avoiding any appearance of retaliation.

California Employer Settles Retaliation Claim

As confirmed by the EEOC, Martinez Animal Hospital will pay $20,000 to a former employee who objected to religious content in mandatory training. The case was settled prior to litigation. The EEOC found the employee was fired shortly after requesting religious accommodation. To settle the EEOC Charge, the hospital agreed to revise its policies, implement training, and report to the EEOC for two years. The EEOC does not disclose its opinion as to whether or not the religious accommodation was actually warranted. However, it is expressed that the employee was terminated without a proper review of the request.

Understanding Retaliation (Employment Law)

Broadly defined, retaliation happens when an employer takes adverse action against an employee for engaging in a legally protected activity. It can come in a wide range of different forms. Some of the most common examples include filing a discrimination complaint, requesting a workplace accommodation, or participating in an investigation. Some of the most common forms of retaliation include termination, demotion, reduced hours, or hostile treatment. There are both federal laws and state laws that prohibit retaliation. For example, Title VII of the Civil Rights Act (federal) and the Fair Employment and Housing Act (California law) both prohibit retaliation.

Employers Should Avoid Any Appearance of Retaliation  

The case involving Martinez Animal Hospital highlights a very important lesson for California employers: Even the appearance of retaliation can lead to legal liability. When an employee raises concerns, employers in California must be sure to respond carefully and lawfully. In this case, the employee objected to religious content in training and requested not to attend similar sessions. He was then terminated shortly after. Whether or not the termination was directly related, the timing created the perception of retaliation.

Documentation is key in defending a retaliation claim in California. Employers should document decision-making and train supervisors on protected activity under Title VII of the Civil Rights Act and California’s Fair Employment and Housing Act (FEHA). Businesses and organizations should be sure to seek legal guidance when navigating sensitive employee concerns. Remember, even seemingly well-intentioned actions may be misconstrued if not handled properly. Implementing clear anti-retaliation policies, tracking accommodation requests, and engaging in good-faith dialogue with employees helps reduce risk. Avoiding the appearance of retaliation reduces liability risk. 

Contact Our California Employment Attorney Today

At Sloat Law Group, APC, our California employment lawyer is committed to solutions-focused representation. If you have any questions or concerns about an employment law matter, please do not hesitate to contact us today for a fully confidential consultation. We provide employment law services to companies and organizations statewide in California.

Source:

eeoc.gov/newsroom/martinez-animal-hospital-pay-20000-settle-eeoc-retaliation-charge