Retaliation Protections

We all expect our workplace to be a safe place where the law is followed. We also expect our bosses, managers, and coworkers to comply with the law. Unfortunately, at some time you may discover that something isn't right at work. You may discover a safety violation or a dangerous condition at work. You may discover that your manager or colleague is doing something at work that is illegal, against the rules, or just doesn't seem right. You may believe that your company is illegally discriminating against you or other workers. What should you do?

Some employers have contracts with the United States government to provide goods or services. Federal law requires these companies to deal with the federal government honestly and fairly. You may discover that your managers or coworkers are providing false information to the government when fulfilling these contracts. What should you do in this situation?

State and federal laws provide a wide variety of protections that may apply to you in these situations. Protecting yourself, your coworkers, and your community in these situations requires careful attention to the requirements of these different laws.

If you believe that you have information related to a health or safety issue, or suspect that someone at work is breaking the law, we can help. We can help you to determine whether there is a violation at your workplace, and help you meet any obligation you may have to report the information. If you have "blown the whistle" and reported the problem, you may feel that you have suffered retaliation because of it. We can help. Our firm routinely assists courageous employees who have spoken up in cases against employers who terminate or retaliate against whistleblowers. In November 2011, the firm obtained a $3 million judgment on behalf of a corporate whistleblower. In May 2005 the firm received a verdict in a retaliation case in excess of $500,000; in June 2004, the firm won a judgment of $900,000 against an employer and supervisor for retaliation; and in March 2003, the firm obtained a $7.765 million verdict in an age discrimination and retaliation case on behalf of an older worker terminated in a supposed layoff.