The
thirst
for
revenge
is
among
the
strongest
of
human
emotions.
In
fact,
the innate
human desire
to
“get
even”
has
driven
much
of
the
history
of
the
world.
But
acting
on
feelings
of
revenge
can
have
dire
consequences,
not
only
in
the
world
at
large,
but
particularly
in
the
world
of
employment
law.
Most
employment-protection
laws
contain
anti-retaliation
provisions.
And
courts
are
broadly
interpreting
and
applying
these
provisions.
The
U.S.
Supreme
Court
has
recognized
and
expanded
the
right
to
bring
retaliation
claims
in
a
series
of
cases
over
the
past
several
years.
In
January,
the
Court
ruled
that
Title
VII’s
anti-retaliation
provision
covered
an
employee
who
was
fired
shortly
after
his
fiancée,
who
worked
for
the
same
company,
filed
a
sex
discrimination
claim.
(
Supreme
Court
Finds
in
Favor
of
Fired
Fiance 01/25/2011)
In
March,
the
Court
held
that
the
FLSA’s
anti-retaliation
provision,
which
uses
the
phrase
“filed
any
complaint,”
applies
to
an
employee’s
oral
complaints.
These
cases
follow
prior
decisions
in
the
last five
years
in
which
the
Court
ruled
that:
·
Title
VII’s
anti-retaliation
clause,
which
refers
to
“opposition,”
does
not
require
active
opposition,
but
encompasses
involuntary
participation,
such
as
making
statements
during
an
employer’s
internal
investigation;
·
Employees
can
bring
retaliation
claims
under
the
ADEA;
·
Employees
can
bring
retaliation
claims
under
Section
1981
of
Chapter
42
of
the
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