Assertion: retaliation's employer | /r/CapableOf | violate the law
Facets:
value: by protecting them
type: MANNER
value: by retaliating against the employee
type: MANNER
Source sentences:
text: These laws likewise prohibit retaliation against employees who “blow the whistle” on employers who are violating the law.
text: Importantly, employees are not required to prove the employer acted against the law or public policy regarding its business enterprise, such as its operation or practices.
text: So, if you feel you are working for an employer who is violating the law, don’t stay silent.
text: If the Labor Commissioner determines that the employer violated the law by retaliating against the employee, former employee, or job applicant, the employer will be given 30 days to comply with the order in the determination letter and remedy the retaliation, or attempt to settle the case.
text: Employers violate the law if they retaliate against an employee who has engaged in “protected activity” under the New York City Human Rights Law or forbidden activities under the Law.
text: For example, if your race discrimination complaint was a mere “motivating factor” in the retaliation (even just one of several motivating factors), your employer has violated the law.
text: Note that where the whistleblower protection statute only requires an employee's "reasonable belief" that the employer (or a co-worker) was violating the law, the employee's suspicion does not need to turn out to be true.
text: The purpose of the federal and Florida whistleblower laws is to encourage employees to report, object to, or refuse to assist employers who violate the law by protecting them from retaliation for having done so.
text: A plaintiff who pursues a CEPA claim need not show that his or her employer or another employee actually violated the law or a clear mandate of public policy.