Regulations (Standards - 29 CFR) - Table of Contents|
| Part Number:||1977|
| Part Title:||Discrimination against Employees under OSHA Act of 1970|
| Standard Number:||1977.6|
| Title:||Unprotected Activities Distinguished.|
| GPO Source:||e-CFR|
Actions taken by an employer, or others, which adversely affect an employee may be predicated upon nondiscriminatory grounds. the proscriptions of section 11(c) apply when the adverse action occurs because the employee has engaged in protected activities. An employee's engagement in activities protected by the Act does not automatically render him immune from discharge or discipline for legitimate reasons, or from adverse action dictated by non-prohibited considerations. See, NLRB v Dixie Motor Coach Corp., 128 F. 2d 201 (5th Cir., 1942).
At the same time, to establish a violation of section 11(c), the employee's engagement in protected activity need not be the sole consideration behind discharge or other adverse action. If protected activity was a substantial reason for the action, or if the discharge or other adverse action would not have taken place "but for" engagement in protected activity, section 11(c) has been violated. See, Mitchell v. Goodyear Tire & Rubber Co., 278 F. 2d 562 (8th Cir., 1960); Goldberg v. Bama Manufacturing, 302 F. 2d 152 (5th Cir., 1962). Ultimately, the issue as to whether a discharge was because of protected activity will have to be determined on the basis of the facts in the particular case.
Next Standard (1977.9)|
|Regulations (Standards - 29 CFR) - Table of Contents|
The Department of Labor does not endorse, takes no responsibility for, and exercises no control over the linked organization or its views, or contents, nor does it vouch for the accuracy or accessibility of the information contained on the destination server. The Department of Labor also cannot authorize the use of copyrighted materials contained in linked Web sites. Users must request such authorization from the sponsor of the linked Web site. Thank you for visiting our site. Please click the button below to continue.