Page 198 - An Indispensible Resource for Being a Credible Activist

dress, work addresses, and phone numbers of an individual engaged in, or providing goods
or services for, medical or scientific research that is conducted within the State system of
higher education and that uses animals is protected from disclosure under the act if the
release of such information would jeopardize the life or safety of an individual.

VERMONT

Minimum wage. As a result of legislation enacted in a previous year in which the State min-
imum wage was indexed to inflation, the State minimum wage was increased to $8.06 per
hour on January 1, 2009.
Time off. Employees shall have the right to take unpaid leave from employment for the
purpose of attending a town meeting, provided that they notify their employers at least
seven days prior to the date of the meeting. An employer shall not penalize the employee
for exercising the right provided by the State Statutes Annotated. State law relating to rights
provided to nursing mothers in the workplace was amended. Employers of employees who
continue to be nursing mothers for three years after the birth of a child shall provide rea-
sonable time, either compensated or uncompensated, throughout the day for the employee
to express breast milk for her nursing child. The employer has sole discretion regarding the
decision to provide compensated time, unless the issue has been moderated by a collective-
bargaining agreement. In addition, the employer shall provide appropriate private space,
other than a bathroom, for such purpose. An employer may be exempted from this require-
ment if providing time or an appropriate private space for expressing breast milk would sub-
stantially disrupt the employer’s operations. An employer shall not retaliate or discriminate
against an employee who exercises the aforesaid right. An employer who violates the pro-
visions described shall be assessed a civil penalty of not more than $100 for each violation.
Whistleblower. The rights of whistleblowers, as defined in the State Statutes Annotated,
were amended. A State employee employed as a trustee and servant of the people shall now
be free to report (in good faith and with candor) waste, fraud, abuse of authority, violations
of law, or a threat to the health of employees, the public, or persons under the care of the
State without fear of reprisal, intimidation, or retaliation. Retaliatory action includes any
adverse performance or disciplinary action, including discharge, suspension, reprimand,
demotion, denial of promotion, the imposition of a warning period regarding the employee’s
performance, and involuntary transfer or reassignment, that is given in retaliation for the
State employee’s involvement in a protected activity as enumerated by the statute. In addi-
tion, no entity shall prohibit a State employee from engaging in discussions with a member
of the State General Assembly or from testifying before a legislative committee, provided
that no confidential information is divulged and that the employee is not speaking on behalf
of an entity of the State government. There shall be no retaliatory action as a result of the
employee’s provision of information to a legislator or legislative committee. No protections,
however, apply to statements provided that constitute hate speech or threats of violence
against a person. The employee has a right to seek remedies should an action be taken
against him or her; however, if the claim is filed with the State Labor Relations Board, it may
not also be brought before the Superior Court, but if it is filed with the Superior Court, the

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