Railroad Employee Retaliation No Company is Too Big to Play Fair.

Minneapolis Railroad Employee Retaliation Attorneys

The law prohibits employers from retaliating against railroad employees who engage in protected conduct, such as reporting a workplace injury.

Railroad Employee Retaliation Is Against the Law

The FRSA, 49 U.S.C. § 20109, is one of the most protective employment laws in the country. It prohibits railroads from retaliating against employees who engage in "protected activity." This activity includes notifying a railroad of an injury, seeking medical treatment, reporting a safety concern, and refusing to follow an unsafe order.

Retaliation generally takes the form of abolishment of a position, intimidation or harassment, discipline or reprimand, and/or termination.

If you work or worked for a railroad and believe you have been subjected to retaliation, contact our attorneys immediately, as these claims must typically be filed within 180 days after the adverse employment action.

Violations of Railroad Worker Rights

Potential violations may include:

  • The railroad tries to talk you out of reporting an injury or safety concern.
  • The railroad interferes with you seeking medical treatment (e.g., failing to, upon request, immediately take you to the nearest hospital, and/or failing to give you privacy during your medical examination).
  • The railroad disciplines you for a rule violation in connection with an injury or your report of a safety concern (e.g., blaming you for the injury, alleging that you were not "alert and attentive," and/or charging you with insubordination for raising a safety concern or refusing to follow an unsafe order).
  • The railroad disciplines you with “late reporting” or "dishonesty" in connection with your report of an injury or safety concern.

Reach out to our team online or via phone at (877) 344-4628.

  • Nichols Kaster obtained a successful jury verdict for a BNSF railroad employee on a Federal Railroad Safety Act retaliation claim.

  • Nichols Kaster obtained a jury verdict for a task force Special Agent in South Dakota on sexual harassment and retaliation claims.

  • Nichols Kaster confirmed the standard protecting workers from retaliation for verbally reporting to employer violation of wage and hour law in front of the Supreme Court.

  • Nichols Kaster obtained the second-largest settlement ever paid by the City of Saint Paul in an employment suit.

Compassion. Strength. Experience. A Voice for Employees and Consumers When They Need it Most

Our team of passionate, talented professionals work every day on advancing and protecting people's rights. No entity is too big to play fair, so please don’t hesitate to reach out to our firm to discuss the details of your situation.