against workers, period. You may figure if the law they’re complaining about
doesn’t apply to your firm, it’s OK to retaliate. Wrong. An appeals court has
ruled that you could still be guilty of illegal retaliation even if your
company isn’t covered by the law an employee is citing. The case: A bike
mechanic was fired after he protested to the state that his employer violated
child labor laws. The company proved its sales fell below the standard for such
laws to apply. But the mechanic still regained his job with back pay after the
court ruled it’s illegal for any firm—regardless of whether the pertinent law
applies—to retaliate against an employee who reports a possible violation. (Sapperstein v. Hager, 7th Cir., No.
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