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request. (4) Coercive conduct. No Person shall coerce, threaten, or intimidate any other Person into failing to report, or retaliate against or threaten to retaliate against any Person for reporting a violation of this Bylaw or the requirements
right to be protected from retaliation for exercising in good faith the rights protected by this Bylaw, M.G.L. Ch. 149, M.G.L. Ch. 151, 29 U.S.C. 201 et seq., or any other state or federal laws regulating the payment of Compensation
federal laws regulating the payment of Compensation. (4) Standard of proof. A finding by the Attorney General of retaliation under state or federal law shall be sufficient to show retaliation under this Bylaw. (5) The protections afforded under this Bylaw
denying a job or promotion; demoting, terminating, or failing to rehire after a seasonal interruption of work; threatening, penalizing, retaliating, or engaging in unfair immigration practices; filing a false report with a government agency; changing an Employee’s status
Attorney General and may take whatever additional action as may be necessary and appropriate under this Bylaw. F. Retaliation Prohibited (1) In accordance with law, no Employer or any other person shall interfere with, restrain, deny, or attempt to deny
employee as defined in Section 185 who reports an alleged violation of this Bylaw, shall be afforded protections against retaliation if applicable pursuant to Section 185, as set forth in and subject to the limitations and requirements of Section