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Employers may not discriminate against any employee with regard to compensation, terms, conditions, or privileges of employment, due to the person’s sex or gender.
A company also may not retaliate against any employee for opposing sex/gender discrimination or participating in protected activities, including complaints or investigations of sex/gender discrimination. An employer has engaged in unlawful retaliation under Title VII if there is: (1) protected opposition to Title VII discrimination or participation in a Title VII proceeding; (2) adverse action by the employer subsequent to or contemporaneous with such protected activity; and, (3) a causal connection between such activity and the employer’s adverse action.
The discrimination and retaliation may (but need not) result in termination of employment.