(1) Disclosed, or threatened to disclose, to any appropriate governmental agency, under oath, in writing, an activity, policy, or practice of the employer that is in violation of a law, rule, or regulation. However, this subsection does not apply unless the employee has, in writing, brought the activity, policy, or practice to the attention of a supervisor or the employer and has afforded the employer a reasonable opportunity to correct the activity, policy, or practice.
(2) Provided information to, or testified before, any appropriate governmental agency, person, or entity conducting an investigation, hearing, or inquiry into an alleged violation of a law, rule, or regulation by the employer.
(3) Objected to, or refused to participate in, any activity, policy, or practice of the employer which is in violation of a law, rule, or regulation.
No employer shall discharge, threaten to discharge, intimidate, or coerce any employee by reason of such employee’s valid claim for compensation or attempt to claim compensation under the Workers’ Compensation Law.
"Whistle-Blowers" and employees whom complain about discrimination at work or employees whom request worker’s compensation benefits, time off of work via the Family Medical Leave Act or unpaid wages are protected under the law from retaliation, harassment and termination.
The law protects not only the employee whom began the complaint or request but also an employee whom is a witness, answers questions during a governmental investigation, or an employee refusing to follow orders by management that would be illegal or discriminatory to other employees.
If an employee is being harassed at work or is terminated for “whistle-blowing” they may not only be entitled to loss wages but also a percentage of any money the government recovers from the fraud or fines from each violation.
If you having problems at work due to retaliation, call us today to discuss!