In recent years, whistleblower protection laws have evolved significantly across both public and private sectors. Enhanced enforcement by agencies such as the Securities and Exchange Commission (SEC), Occupational Safety and Health Administration (OSHA), and the Consumer Financial Protection Bureau (CFPB) reflects a clear federal commitment to supporting individuals who report misconduct.
For organizations, this shift underscores the importance of maintaining robust compliance and anti-retaliation policies. Even subtle forms of retaliation can expose employers to serious legal, financial, and reputational risks. For employees, it signals expanded access to legal remedies and, in certain cases, substantial monetary awards for reporting unlawful activity in good faith.
Defining Retaliation in the Whistleblower Context
Whistleblower retaliation refers to any negative employment action taken in response to an employee’s protected disclosure or involvement in an investigation. Legally, retaliation claims are generally evaluated through three core elements:
Protected Activity: The employee engaged in conduct safeguarded by law, such as reporting fraud, filing a formal complaint, or providing testimony.
Adverse Action: The employer took a materially negative step, which may include termination, demotion, harassment, or other unfavorable treatment.
Causal Connection: The adverse action was motivated—at least in part—by the employee’s whistleblowing.
Courts interpret “adverse...
LOS ANGELES--(BUSINESS WIRE)--Louis J. Cohen, P.C. announces a landmark whistleblower award agreement with the United States and the State of California, securing more than $4.5 million for our cli...