The Supreme Court held that it is unlawful to terminate an employee who made oral complaints about his employment, the anti-retaliation statute applies both to written and oral complaints.

An employer that learns of harassing behavior from a third party must take immediate and appropriate action to correct the situation.

The Ninth Circuit Court of Appeals held that an employee’s termination two days after he complained to his employer’s HR office raised a triable issue of material fact based on circumstantial evidence that he was subject to retaliatory termination and that the employer’s stated reason for his termination was a mere pretext.