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If the employer has at least 15 employees, you should contact the EEOC in your state and allege a gender discrimination retaliation claim against the employer. That entity is a federal entity tasked with investigating and preserving for suit claims of discrimination. It is not only illegal to discriminate, but also to retaliate against someone for making a complaint of sexual harassment.
Now, the employer can try to allege another basis for the termination and they need to be able to establish a non-discriminatory reason that is not related to your report, but that's the burden on them.
If your employer is smaller than 15 employees, you legally wouldn't have a recourse in your state. Some states pass laws that would be applicable to employers of any size, but your state chose to follow the federal example and only have their anti-discrimination law apply to employers of 15 employees or more.
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