5 U.S.C. § 6385

Prohibition of coercion

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(a) An employee shall not directly or indirectly intimidate, threaten, or coerce, or attempt to intimidate, threaten, or coerce, any other employee for the purpose of interfering with the exercise of any rights which such other employee may have under this subchapter.(b) For the purpose of this section—(1) the term “intimidate, threaten, or coerce” includes promising to confer or conferring any benefit (such as appointment, promotion, or compensation), or taking or threatening to take any reprisal (such as deprivation of appointment, promotion, or compensation); and(2) the term “employee” means any “employee”, as defined by section 2105.(Added Pub. L. 103–3, title II, § 201(a)(1), Feb. 5, 1993, 107 Stat. 22.)Statutory Notes and Related SubsidiariesEffective Date

Section effective 6 months after Feb. 5, 1993, see section 405(b)(1) of Pub. L. 103–3, set out as a note under section 2601 of Title 29, Labor.

Notes of Decisions

Cited in 1 case (1 in the last 5 years), 2022–2022 · leading case: Chase Lentz v. Dep't of the Interior (MSPB 2022).

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Chase Lentz v. Dep't of the Interior (MSPB 2022). “The appellant asserted that his supervisor tried to coerce and intimidate him into not using his sick or FMLA leave in violation of 5 U.S.C. § 6385 (a), which provides that an employee shall not directly or indirectly intimidate, threaten, or coerce, or attempt to intimidate,…”

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