Sec. 5. Prohibited acts
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It shall be unlawful for any employer to interfere with, restrain, or deny the exercise of, or the attempt to exercise, any right provided under this Act, including— discharging or discriminating against (including retaliating against) any individual, including a job applicant, for exercising, or attempting to exercise, any right provided under this Act; using the taking of paid leave time under this Act as a negative factor in an employment action, such as hiring, promotion, reducing hours or number of shifts, or a disciplinary action; or counting the use of paid leave time under a no-fault attendance policy or any other absence control policy.
It shall be unlawful for any employer to discharge or in any other manner discriminate against (including retaliating against) any individual, including a job applicant, for opposing any practice made unlawful by this Act. It shall be unlawful for any person to discharge or in any other manner discriminate against (including retaliating against) any individual, including a job applicant, because such individual— has filed an action, or has instituted or caused to be instituted any proceeding, under or related to this Act; has given, or is about to give, any information in connection with any inquiry or proceeding relating to any right provided under this Act; or has testified, or is about to testify, in any inquiry or proceeding relating to any right provided under this Act.
Nothing in this section shall be construed to alter or limit the scope of the activities prohibited by section 105 of the Family and Medical Leave Act of 1993 ( 29 U.S.C. 2615 ) or the Civil Rights Act of 1964 ( 42 U.S.C. 2000a et seq. ).
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