Whistleblower Retaliation Attorney
Experienced Plaintiffs’ Lawyers for Whistleblower Retaliation Cases Nationwide
Our law firm represents private-sector employees and federal employees in whistleblower retaliation cases nationwide. Several whistleblower laws provide strong anti-retaliation protections, and these laws entitle whistleblowers to damages and other remedies when their employers take unlawful adverse employment actions. We handle cases involving all forms of unlawful retaliation by companies, federal agencies, and other entities—and we have a proven track record of protecting whistleblowers’ rights both in and out of court.
Federal Whistleblowers Play a Critical Role in Exposing Corporate Fraud and Government Waste and Abuse
Federal law enforcement agencies rely heavily on whistleblowers to report wrongdoing by their employers and other entities. This includes all forms of illegal conduct—from improperly billing the federal government to defrauding investors. Under multiple federal statutes, when whistleblowers file good-faith reports based on a reasonable belief that they are exposing unlawful conduct, these whistleblowers are entitled to several legal protections. This includes protection against workplace retaliation.
Whistleblowers (including current and former employees) can file retaliation complaints after being fired, demoted, reassigned, or experiencing any other form of adverse employment action based on their decision to come forward. While proving that an adverse action was based on a whistleblower’s decision to engage in protected activity can be challenging, our attorneys have significant experience in these cases. If you have a whistleblower retaliation claim, we will rely on our experience as we fight to expose your employer’s unethical practices and secure the remedies to which you are legally entitled.
Several Federal and State Laws Provide Whistleblower Protections that Prohibit Retaliation
Several federal and state laws provide anti-retaliation protections to private-sector and government employees who come forward through the appropriate means. At the federal level, some of the primary statutes that include anti-retaliation provisions are:
Anti-Money Laundering Act (AMLA)
The Anti-Money Laundering Act (AMLA) protects whistleblowers who report violations such as federal sanctions violations and noncompliance with financial institutions’ “know your customer” requirements. If you have experienced workplace retaliation after initiating a whistleblower case under the AMLA, our whistleblower team can take appropriate legal action on your behalf.
Dodd-Frank Wall Street Reform and Consumer Protection Act (Dodd-Frank Act)
The Dodd-Frank Act protects individuals who come forward through the U.S. Commodity Futures Trading Commission (CFTC) and U.S. Securities and Exchange Commission (SEC) whistleblower programs. While the Dodd-Frank Act provides strong confidentiality protections and entitles eligible individuals to whistleblower awards, it provides anti-retaliation protections as well.
False Claims Act (FCA)
The federal False Claims Act (FCA) protects whistleblowers who expose fraud, waste, and abuse under federal contracts, grants, and programs. If you were fired or experienced any other form of adverse employment action after exposing your employer’s unlawful efforts to secure federal funds, our whistleblower attorneys can assess your legal rights and pursue all available legal claims on your behalf.
Foreign Corrupt Practices Act (FCPA)
The Foreign Corrupt Practices Act (FCPA) provides protections that are designed to encourage blowing the whistle on all forms of bribery and corruption in the United States and abroad. Here too, if you were fired or experienced any other form of adverse employment action after filing a whistleblower report, we can fight to hold your employer accountable to the fullest extent permitted by law.
Internal Revenue Code (IRC)
The Internal Revenue Code (IRC) includes anti-retaliation protections as well. Similar to the other laws on this list, the IRC covers all forms of whistleblowing activity, and it protects employees (and former employees) who have engaged in protected whistleblowing activity by working with the Internal Revenue Service (IRS) and other federal government agencies.
Sarbanes-Oxley Act (SOX)
Federal whistleblowers are also entitled to protection against workplace retaliation when they report Sarbanes-Oxley Act (SOX) and other federal securities law violations. The SEC is the primary federal agency responsible for handling whistleblower claims involving securities violations, and whistleblowers who come forward to the SEC have clear legal rights.
Title VII of the Civil Rights Act of 1964 (Title VII)
Title VII of the Civil Rights Act of 1964 (Title VII) prohibits retaliation against employees who expose violations of the law. The Age Discrimination in Employment Act (ADEA) and other federal anti-discrimination laws also prohibit retaliation against employees who report their employers’ discriminatory practices. Employees who assist with the government’s investigation into alleged discriminatory employment practices are generally entitled to anti-retaliation protections as well.
Whistleblower Protection Act (WPA)
The Whistleblower Protection Act (WPA) protects federal employees who do the right thing by reporting fraud, waste, or abuse within the federal government. If you are (or were) a federal employee and you were removed, suspended, or otherwise targeted for your decision to come forward, our whistleblower lawyers can take legal action on your behalf through the appropriate means.
Employers that Attempt to Silence Whistleblowers Can (and Should) Be Held Accountable
In all cases, employers that attempt to silence whistleblowers can (and should) be held accountable. Not only can whistleblowers who have experienced unlawful retaliation seek financial compensation (including double back pay) and employment-related remedies, but they can also seek punitive damages in some cases. When we represent whistleblower clients in retaliation cases, we work closely with our clients to understand their specific goals, and then we use our experience to fight for justice on their behalf.
What to Do if You Have Experienced Retaliation After Filing a Whistleblower Claim
If you are (or believe you may be) a victim of whistleblower retaliation, there are some important steps you will want to take promptly. To protect your legal rights, you should:
- Keep All Relevant Documentation – You should keep all relevant documentation you have in your possession. This includes any formal employment-related documentation as well as any pertinent written communications.
- Continue Doing Your Job (if You Are Still Employed) – If you are still employed, you should continue doing your job to the extent that you are able to do so.
- Avoid Discussing the Matter Privately or Publicly – For the time being, you should avoid discussing the matter privately or publicly (including on social media). Your only discussions regarding your retaliation claim should be with your attorney.
- Hire an Experienced Whistleblower Retaliation Attorney – Asserting your legal rights effectively will require experienced legal representation. With this in mind, you should schedule a free initial consultation with an experienced attorney promptly.
- Rely on Your Attorney’s Advice to Make Informed Decisions – Once you establish an attorney-client relationship, you should rely on your attorney’s advice to make informed decisions about your next steps.
FAQs: Filing a Whistleblower Retaliation Claim
How do I file a whistleblower retaliation claim against my employer (or former employer)?
The steps you need to take to file a whistleblower retaliation claim against your employer (or former employer) depend on your individual circumstances. There are different procedures for employees in the public and private sectors; and, for those in the private sector, the steps required depend on the specific statute your employer has violated.
How do I file a whistleblower retaliation claim against the federal government?
For current and former federal employees, filing a whistleblower retaliation claim may involve contacting the Office of Special Counsel (OSC) or the Merit Systems Protection Board (MSPB), or taking legal action through other means. Once our whistleblower team learns about your specific situation, we will be able to advise you regarding the steps you need to take to hold your federal office, agency, or department accountable.
Can I hire a law firm to file a whistleblower retaliation claim on contingency?
Yes, you can hire a law firm to file a whistleblower retaliation claim on a contingency-fee basis. Our firm does not charge any up-front or monthly attorneys’ fees. You will not have to pay anything out-of-pocket for our legal representation; and, our fees, if any, will be calculated as a percentage of any compensation we help you recover.
What financial compensation is available in whistleblower retaliation cases?
In whistleblower retaliation cases, employees and former employees are generally entitled to double back pay for any lost earnings, as well as additional damages for losses resulting from the retaliation. Punitive damages may also be available in some cases. When desired, employees and former employees also have the option to seek employment-related remedies, such as reinstatement or placement in an appropriate position.
What should I do if I have experienced whistleblower retaliation?
If you have experienced workplace retaliation after coming forward as a whistleblower, we strongly recommend that you speak with an experienced whistleblower retaliation lawyer promptly. To help maximize your chances of asserting your legal rights effectively, you should schedule a free initial consultation as soon as possible.
Contact Our Experienced Whistleblower Retaliation Lawyers for a Free and Confidential Consultation
To speak with an experienced whistleblower retaliation lawyer at Oberheiden P.C. in strict confidence, contact us today. Call us at 866-320-3959 or contact us confidentially online to arrange a free and confidential consultation as soon as possible.