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Whistleblower Retaliation Attorney DC Whistleblower Retaliation Attorney DC

A Whistleblower Retaliation Attorney DC residents can depend on from the Federal Practice Group knows that whistleblowing comes with career risks and personal sacrifices. But the most important thing we want you to know is that you deserve to be protected from retaliation for speaking up. Whistleblower protection laws safeguard people from harassment, discrimination, and reprisal. Whistleblowers have the right to submit a lawsuit privately or assert a claim when they suffer retaliation for whistleblowing. If you or someone you love was treated adversely because of whistleblowing, now is the time to act. Call us at the Federal Practice Group for more information.

Whistleblower Retaliation

When someone is demoted, threatened, suspended, discharged, harassed, intimidated, or endured a hostile work environment for whistleblowing, they are likely facing whistleblower retaliation. As your attorney may tell you during a consultation, activities that are protected by law fall into these categories: 

  • Reporting a complaint regarding a violation of the law for an employer or government agency
  • Filing a lawsuit or other legal process
  • Testifying by providing statements within a legal proceeding
  • Opposing or refusing to perform an unlawful task 

Not every form of whistleblowing is protected, so your right to be safeguarded will depend on the laws that apply to your situation. If you are unsure whether you are the victim of retaliation, the best thing you can do is meet with a DC Whistleblower Retaliation Attorney from the Federal Practice group as soon as possible. We can provide guidance and intervene if needed. 

Choose an Experienced Attorney

If your rights as a whistleblower have been violated, begin seeking justice by talking with an attorney that is knowledgeable in handling cases like these. Proving that retaliation happened is going to involve thorough investigations and careful review of the evidence. Successful outcomes may be challenging without an experienced attorney. If you don’t get legal help, then proving what you have endured after reporting an unlawful incident will be extremely difficult. The truth is, an attorney with years of experience and study will be able to outperform someone who is not familiar with the nature of whistleblower cases. To win the case, you must show:

  • That you suffered retaliation after participating in conduct that is protected under whistleblower law;
  • That your employer was aware you were engaging in protected activity;
  • And that your employer retaliated for whistleblowing

The Federal Practice Group

With our help, we can work to get you significant compensation for employer retaliation. The kinds of compensation you may be eligible to receive will vary upon the whistleblower laws that are applicable to your case. The most common types of damages for whistleblower retaliation include back pay, front pay, compensatory damages, and liquidated damages. To find out if you are entitled to this compensation, call The Federal Practice Group today to reserve your brief, free initial consultation with a Whistleblower Retaliation Attorney in DC. 

Whistleblowers: What You Should Know

Working with a whistleblower retaliation attorney, DC employees depend on is the most appropriate way to manage issues related to whistleblower activities. As an employee facing retaliation in the wake of exposing your organization, you may be facing possible retaliation. Exposing wrongdoing can undoubtedly be a trying time, and coming forward was likely very difficult to do. When managing retaliation, it’s only natural that people may make some common mistakes. Not only can the Federal Practice Group help you avoid them, but our team can also help you face your retaliation case head-on. 

What is a whistleblower?

A whistleblower is an employee of either a business or government entity who comes forward to report the wrongdoings. The actions of a whistleblower are critical as they expose criminal and unethical activity. Often people frown upon someone who comes forward reporting such information. However, actions taken by whistleblowers should be seen as a heroic act as information uncovered can bring about change within an organization, for example:

  • Fraud is often uncovered as a result of whistleblowing
  • Often, those coming forward can provide essential pieces of information
  • Instills real change to company culture and work environments

There are many benefits when whistleblowers come forward; however, it’s only natural for many to worry over the consequences they may face if they do so. While there are many legal protections available for whistleblowers through The Whistleblower Protection Act, it’s still possible for employees to face ramifications such as poor treatment and retaliation in the workplace. To ensure that you receive every possible protection, start by speaking with a whistleblower retaliation attorney in DC.  

Common Mistakes to Avoid

While the Sarbanes-Oxley Act of 2002 has protections for whistleblowers that may mitigate retaliation, it’s still possible for an employee to face such grave consequences. Employees who have come forward should carefully strategize their next steps by avoiding these common mistakes:

  • Failing to consult with an attorney immediately
  • Not gathering as much evidence as possible
  • Not filing a complaint with OSHA within the 30-day timeframe
  • Failing to understand the procedural process and the proper steps that must be taken

You could be facing substantial losses, causing both financial loss and emotional harm. While no person should experience such mistreatment, it’s not uncommon, and you will require someone who can help with navigating the process. Retaliation can follow a whistleblower complaint and can result in:

  • Job Loss
  • Demotions
  • Mistreatment
  • Reduced Salary
  • Disciplinary Measures

Workplace Retaliation: How to Prove Your Claim

A DC whistleblower retaliation attorney knows that most employer-employee relationships are governed by the at-will employment doctrine. Essentially this doctrine holds that an employer has the right to fire an employee at any time for any reason (or for no reason at all) and that conversely, an employee has the right to quit their job at any time and for any reason (or for no reason at all). However, under federal law, there are a few important exceptions to this general rule. For example, consider the following two exceptions:

  •       The Public Policy Exception: An employer may not fire (or in some other way retaliate) against an employee for a reason that violates the fundamental principles of public policy. For example, courts have found that it is illegal for an employer to retaliate against an employee for invoking their statutory right to collect workers’ compensation benefits because allowing such retaliation to stand would contravene public policy.
  •       The Whistleblower Exception: The federal government has a whistleblower statute that protects employees who refuse to participate in illegal activities, or who disclose illegal activities, from employer retaliation. For example, if an employee reports that their employer is violating our state’s employment laws it is illegal for the employer to retaliate against the whistleblowing employee.

 Proving Retaliation

In order to establish a retaliation claim, a whistleblower retaliation attorney in DC must be able to prove each of the following three elements:

  1.         That he/she engaged in a protected activity.
  2.         That he/she experienced an adverse employment action.
  3.         That a causal link existed between the protected activity and the adverse employment action.

 Element number one, proving that the plaintiff (i.e., the person suing) engaged in a protected activity generally isn’t too challenging to establish. This is accomplished by citing the legal authority that protects the activity at issue and then by providing evidence establishing that the plaintiff did in fact engage in the protected activity.

 Similarly, element number two, showing that the plaintiff experienced an adverse employment action, is also frequently easy to prove. An adverse employment action can be anything from receiving a poor review to being fired; the key is simply to provide evidence sufficient to show that the employer executed an action (or actions) that negatively impacted the employee’s employment.

In most retaliation cases proving element number three, that there was a causal link between the protected activity and the adverse employment action, is the most challenging. In order to satisfy this element, the DC whistleblower retaliation attorney must show that the employer executed the adverse employment action because the plaintiff engaged in the protected activity. It can be tricky to establish this causal link, but experienced employment law attorneys are often able to do so through timeline evidence showing that similar adverse or disciplinary employment actions were not taken against the plaintiff until after they engaged in the protected activity.

Let Us Help

It can be challenging to come forward and blow the whistle for wrongdoing that may be occurring in the workplace. Whistleblower protections are in place to provide those who come forward with certain protections to mitigate the risk of retaliation. Despite this, retaliation might still occur, and the impact can be devastating. It may be possible for victims of retaliation to retain damages for their losses, and the Federal Practice Group is available to assist. Do not hesitate to take action by contacting a DC whistleblower retaliation attorney you can rely on.

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