Final answer:
Elsa can file a retaliation claim since she was demoted after participating in a Title VII investigation, which is a protected activity under the Civil Rights Act of 1964 that prohibits employment discrimination and employer retaliation.
Step-by-step explanation:
Elsa participated in a Title VII investigation and was subsequently demoted by her employer. Based on this scenario, it appears Elsa has grounds to file a retaliation claim. Title VII of the Civil Rights Act of 1964 strictly prohibits employers from retaliating against employees who partake in protected activities, such as participating in investigations concerning employment discrimination. The act ensures equal employment opportunity and protects employees from discrimination based on race, color, religion, sex, or national origin. Moreover, any adverse action taken against an employee because they reported discrimination or assisted in an investigation is illegal under Title VII.
In Elsa's case, the demotion can be seen as an adverse action directly taken in response to her involvement in the investigation, which is a protected activity. The Supreme Court ruling in Griggs v. Duke Power Co. along with various other court cases demonstrate the intention of Title VII to protect employees not only from discrimination in employment and compensation but also from retaliation when they exercise their rights under the Act.