In McGrath v. Clinton, the plaintiff asserted, among other claims, a retaliation claim based on having received a letter of admonishment from her supervisor after she filed an EEOC charge of discrimination. The United States District Court for the District of Columbia dismissed the claim without reaching the issue of whether there was any causal connection between the letter and the Plaintiff's protected actitivty, concluding that a letter of admonishment does not even rise to the level of a "materially adverse action" upon which a claim for retaliation could be based. A copy of the decision can be read here.
Please visit the Farrell & Gunderson website and contact Eric W. Gunderson if you would like additional information or guidance on handling and defending retaliation or other employment discrimination claims.
Please visit the Farrell & Gunderson website and contact Eric W. Gunderson if you would like additional information or guidance on handling and defending retaliation or other employment discrimination claims.
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