Retaliation & Whistleblower Lawyer in Bingham Farms, Michigan
If you spoke up about misconduct and your employer hit back—cuts to hours, schedule changes, write‑ups, or termination—you’re not alone. I’m Scott Batey, and I represent employees who face retaliation for doing the right thing. We move quickly to protect your job, your health, and your career.
Do I Have a Retaliation or Whistleblower Case?
Retaliation happens when an employer punishes you because you reported or opposed unlawful conduct or used your legal rights. Protected activity includes:
• Reporting safety hazards (MIOSHA/OSHA), wage theft, fraud, discrimination, or harassment
• Filing or supporting an EEOC/MDCR charge, internal HR complaint, or ethics hotline report
• Requesting FMLA leave or a disability accommodation (ADA/PWDCRA)
• Refusing to violate the law or participating in an investigation
Red flags after you report: sudden discipline, demotion, pay cuts, bad shifts, exclusion from meetings, unrealistic goals, “papering the file,” or termination soon after your complaint.
Michigan Whistleblowers’ Protection Act (WPA)
The WPA protects employees who in good faith report or are about to report a suspected legal violation to a public body (for example, MIOSHA, police, a state agency, or a court), or who participate in an investigation/hearing. If your employer retaliates, you may sue for reinstatement, back pay, and other remedies.
Deadlines matter. WPA timelines are short (often around 90 days to sue). Some agency complaints (like MIOSHA/OSHA) have even shorter 30‑day windows. If you’ve already reported—or are about to—call us now.
Retaliation After Reporting a Safety Issue (MIOSHA)
Safety complaints save lives. They’re also protected. If you reported dangerous conditions, refused unsafe illegal orders, or asked for protective gear and were punished, we’ll secure your documentation, evaluate MIOSHA filing options, and pursue damages.
FMLA / ADA‑PWDCRA Retaliation
If you requested medical leave or a reasonable accommodation and HR or management punished you for it, that’s unlawful. We pair retaliation claims with FMLA interference or ADA/PWDCRA failure‑to‑accommodate where the facts support it.
How We Prove Retaliation
Timing & pattern
What changed after your report
Comparators
How similarly‑situated coworkers were treated
Policy deviations
Skipping steps, sudden rule changes
Pretext evidence
Shifting reasons, inconsistent documents
Paper trail
Emails, texts, HR tickets, performance history
How We Help
Evidence plan
Doctor certifications (WH‑380), emails, HR ticketing, time records, performance history, and attendance data
Agency filings
EEOC/MDCR/WHD strategy and deadlines
Negotiation & litigation
Demand letters, mediation, or filing suit
Damages focus
Back pay, front pay, compensatory damages, and attorney’s fees where statutes allow
What I Do for Wrongful Termination Clients
Fast case assessment
Timeline + documents review to identify the strongest legal theory
Evidence strategy
Preserve, collect, and organize proof (emails, chats, performance records)
Agency filings
EEOC/MDCR/WHD, where strategic
Negotiation & litigation
Demand letters, mediation, or filing suit when needed
Damages focus
Back pay, front pay, compensatory damages, possible punitive where available, and attorney’s fees where statutes allow
How I Help Employees
Fast case assessment
What happened, which laws apply, and your best next step
Evidence strategy
Preserve emails, texts, HR tickets, reviews, schedules, pay data
Agency filings
EEOC/MDCR, MIOSHA/OSHA, WHD (wage/hour), where strategic
Negotiation & litigation
Demands, mediation, or filing suit when needed
Damages focus
Back pay, front pay, compensatory damages, and fees where statutes allow
Employment Law Cases We Handle
Workplace disputes can threaten your career, your finances, and your peace of mind. Since 1996, attorney Scott Batey has represented employees across Michigan in a wide range of employment law matters — from wrongful termination to workplace discrimination and harassment. If your rights have been violated, we are here to help.
Employment Law
Full legal support for employees facing workplace disputes, from contract issues to policy violations.
Wrongful Termination
Defending workers who were unfairly fired in violation of their rights or contracts.
Workplace Discrimination
Protecting employees from bias based on race, gender, age, disability, religion, or other protected traits.
Sexual Harassment
Taking action against unwanted conduct or a hostile work environment.
FMLA & ADA
Enforcing your right to medical leave and workplace accommodations for disabilities.
Retaliation & Whistleblower
Representing those punished for reporting misconduct or asserting their legal rights.
Employment/Severance Agreements
Enforcing your right to medical leave and workplace accommodations for disabilities.
What To Do Right Now (Documentation Checklist)
1. Write a timeline of what you reported, to whom, and when (include witnesses).
2. Save everything: emails, texts, team‑chat messages, schedules, write‑ups, and policy excerpts.
3. Keep copies of your report/complaint and any confirmation numbers.
4. Avoid recording unless you’re sure it’s lawful; ask us first.
5. Call us before any termination or “investigatory” meeting.
Local, Employee‑Side Counsel
Batey Law serves Bingham Farms and nearby communities—Southfield, Birmingham, Royal Oak, Beverly Hills, Farmington Hills, Oak Park, Troy, Ferndale, Berkley, Madison Heights—and employees across Michigan. If you searched for: retaliation lawyer Bingham Farms MI, whistleblower attorney Bingham Farms, retaliation after reporting safety issue Michigan, Michigan Whistleblowers’ Protection Act lawyer (WPA), WPA deadlines remedies Michigan…you’re in the right place.
How We Help
• Fast assessment of your report, deadlines, and best forum (WPA lawsuit, MIOSHA/OSHA, EEOC/MDCR)
• Evidence plan and preservation strategy
How we build a winning case
Case Assessment
Timeline + document review to identify the strongest legal theories (ELCRA/Title VII/ADA/ADEA/PWDCRA).
Evidence Strategy
Preserve and organize emails, chats, write‑ups, metrics, schedules, comparators, and witness accounts.
Agency Filings
Personalized attention, clear communication, and strategies tailored to your goals.
Negotiation & Litigation
Demand letters, mediation, or filing suit—moving with purpose toward results.
Damages Focus
Back pay, front pay, compensatory damages, and attorney’s fees where statutes allow.
How We Help
Fast assessment
We identify the strongest legal theories and risks.
Evidence strategy
Preserve and organize messages, recordings where lawful, performance records, comparators, and witness accounts.
Agency Filings
We handle EEOC/MDCR strategy and deadlines.
Demand, negotiate, or sue
We push for corrective action and compensation; we litigate when necessary.
Damages Focus
Back pay, front pay, emotional distress, and attorney’s fees where statutes allow.
Free Consultation—Confidential & Straightforward
Call (248) 540‑6800 or email sbatey@bateylaw.com. Tell us what happened. We’ll explain your options, next steps, and how to stay safe at work.
Office: Batey Law Firm, PLLC 30200 Telegraph Rd., Suite 400, Bingham Farms, MI 48025
your legal questions
Not necessarily. Many employers misuse the “salaried” label to avoid paying overtime, but under the FLSA, your job duties — not your title or pay structure — determine whether you’re exempt. You might be exempt if you: Manage other employees and Have real decision-making authority and Earn at least $684 per week (as of 2024) But if you mainly do hands-on work or follow instructions rather than make major decisions, you may still be owed overtime pay — even if you’re salaried.
No. The Michigan Whistleblowers’ Protection Act (WPA) protects employees who report legal violations—or even suspected violations—to a public body or law enforcement. Your employer cannot retaliate (fire, demote, harass, or discipline you) for: Reporting illegal conduct. Participating in investigations. Refusing to break the law. If retaliation occurs, you may be entitled to reinstatement, back pay, damages, and attorney fees. You don’t need to prove the employer actually broke the law—just that you reasonably believed they did.
Retaliation protections generally cover participation and opposition—including being a witness.
We test that story. Sudden negative reviews after years of positives, new rules applied only to you, and shifting explanations are classic signs of pretext.
Remedies can include reinstatement, back pay, and other relief. Deadlines are short (often about 90 days to sue). Some agency filings (MIOSHA/OSHA) have about 30 days. Call promptly so we can preserve your rights.
Under the WPA, protection centers on reporting to a public body or participating in an official investigation. Other laws protect internal complaints too (e.g., EEOC/ELCRA, FMLA, ADA/PWDCRA).
Need Legal Help With a Workplace Issue?
Get clear answers and a plan to protect your rights — starting with a free, confidential consultation.
Suite 400
Bingham Farms, MI 48025
United States