Even though the law strongly prohibits discriminating against protected classes, this does not mean that it does not happen. A former Capital One Bank employee in Texas alleges that she became the victim of retaliation after she refused to engage in discriminatory practices. She claims that her refusal to comply with requests led to the company forcing her out.
The no- 48-year-old plaintiff began working for the company in 1985. In 2004, she was promoted to district manager. Nine years later, she claims that the company started a program aimed at getting rid of older workers. She maintains that she was asked to comply with the program by edging out the older employees. The plaintiff alleges that she was told the reason for the removal of the workers was because they no longer fit the company's image.
The plaintiff refused to terminate workers under this guise, and she alleges that she paid the price for refusing. After not going along with the program, she suddenly started receiving lower performance reviews. What the plaintiff claims she did not realize was that she had been put on a performance-improvement plan without her knowledge in 2013. This was a violation of company policy.
In 2014, the plaintiff lost her job. She believes the reason why Capital One fired her was because she refused to go along with illegal practices. She filed a claim against the company in a Texas federal court, alleging retaliation and age discrimination. She is seeking legal fees, interest and monetary damages for her case.
Source: setexasrecord.com, "Texas woman accuses Capital One Bank of retaliation", Robbie Hargett, Nov. 11, 2015