What are the rules for retaliatory discharge?

Retaliatory discharge, or firing an employee in retaliation for legally protected activity, is illegal in the District of Columbia. Generally, an employer is prohibited from taking any kind of action against employees because of their activities within the scope of their employment, such as filing a complaint, testifying at a hearing, or participating in a strike. The District of Columbia reinforces the federal protections against retaliatory discharge by having the D.C. Human Rights Act, the Wage Payment and Collection Law, and the D.C. Minimum Wage Revision Act. Under the D.C. Human Rights Act, employers are not allowed to fire anyone in retaliation for participating in activities that are protected by law, such as filing a complaint or participating in a labor union. The Wage Payment and Collection Law also protects against retaliatory discharge. The law states that employees cannot be fired or discriminated against for filing a wage claim or asserting their rights under the law. Similarly, the D.C. Minimum Wage Revision Act prohibits employers from retaliating against any employee who lawfully participates in activities related to the enforcement of the Act. When an employer is found to have engaged in retaliatory discharge, they may be liable to compensate the employee for lost wages, emotional distress, and other damages. In addition, they may be subject to penalties, such as fines, restitution, or even imprisonment.

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What are the rules for retaliatory discharge?

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