A person shall not interfere with, restrain, or deny the exercise of, or the attempt to exercise, any right provided by this chapter. An employer shall not discharge or discriminate in any manner against an employee because the employee: Opposes any practice by an employer made unlawful by this chapter; Pursuant or related to this chapter: Complains to the employer; Files a complaint with the Department of Employment Services; Files a civil or administrative complaint alleging a violation of any provision of this chapter; Informs any person about an employer’s alleged violation of this chapter; Cooperates with the Department of Employment Services or another person’s investigation or prosecution of any alleged violation of this chapter; Opposes any policy, practice, or act that is a violation of this chapter; or Informs any person of his or her rights under this chapter. Gives any information or testimony in connection with an inquiry or proceeding related to this chapter; or Uses paid leave provided under this chapter. Nothing in this chapter shall prohibit an employer from establishing and enforcing a lawful policy relating to improper use of paid leave or from seeking more frequent certifications from an employee if there is evidence of a pattern of abuse of paid leave. An employer taking an adverse action against an employee within 90 days of any of the actions set forth in subsection (b)(2) of this section shall raise a rebuttable presumption that the employer has violated this chapter. It shall be unlawful for an employer’s absence control policy to count paid leave taken under this chapter as an absence that may lead to, or result in, discipline, discharge, demotion, suspension, or other adverse action.
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