On January 27, 2012, the Fourth Circuit held for the first time that an employee’s informal intra-company complaint regarding possible Fair Labor Standards Act (“FLSA”)
violations can constitute protected activity under the FLSA’s anti-retaliation provision. Minor v. Bostwick Labs. Inc., Case No. 10-1258, 2012 U.S. App. LEXIS 1493. The anti-retaliation provision of the FLSA makes it unlawful for a covered employer to “discharge or in any manner discriminate against any employee because such employee has filed any complaint or instituted any proceeding under or related to [the FLSA], or has testified or is about to testify in any such proceeding, or has served or is about to serve on an industry committee.” 29 U.S.C. § 215(a)(3). An employer who violates Section 215(a)(3) may be liable to the complaining employee for a wide range of legal or equitable remedies, including without limitation reinstatement, promotion, and the payment of wages lost and an additional equal amount as liquidated damages. 29 U.S.C. § 216. Click here to read entire article.
We use cookies on our website. Some of them are essential for the operation of the site, while others help us to improve this site and the user experience (tracking cookies). You can decide for yourself whether you want to allow cookies or not. Please note that if you reject them, you may not be able to use all the functionalities of the site.
