Both federal and state law protect employees and applicants from employer retaliation for engaging in activity that is protected by anti-discrimination laws.
You cannot retaliate against employees for participating in activities to further the enforcement of employment discrimination laws.1 The retaliation prohibition is quite broad and includes retaliation against a person who objected to a practice that is legal but that the person reasonably believed to be illegal. Protection from retaliation is not limited to applicants and employees; it covers all individuals, including former employees.2
There are also retaliation protections for whistleblowers.
Read about 2018 legislation.
1.Govt. Code sec. 12940(h)
2.Sherman v. Burke Contracting Co., 891 F.2d 1527 (11th Cir. 1990)