A. An employer shall not take or threaten any adverse action whatsoever against an employee:
(1) that is reasonably likely to deter such employee from exercising or attempting to exercise a right granted pursuant to the Healthy Workplaces Act; or
(2) because the employee:
(a) has exercised or attempted to exercise such rights;
(b) has reasonably alleged violations of the Healthy Workplaces Act; or
(c) has raised a concern about violations of the Healthy Workplaces Act to the employer, the employer’s agent, other employees, a government agency or to the public through print, online, social or any other media.
B. An employer shall not attempt to require an employee to sign a contract or other agreement that would limit or prevent the employee from asserting rights provided for in the Healthy Workplaces Act or to otherwise establish a workplace policy that would limit or prevent the exercise of such rights. An employer’s attempt to impose such a contract, agreement or policy shall constitute an adverse action enforceable pursuant to the Healthy Workplaces Act.
C. An employer shall not count use of sick leave in a way that will lead to discipline, discharge, demotion, non-promotion, less favorable scheduling, reduction of hours, suspension or any other adverse action.
History: Laws 2021, ch. 131, § 8.
ANNOTATIONS
Effective dates. — Laws 2021, ch. 131, § 13 made Laws 2021, ch. 131, § 8 effective July 1, 2022.