Safeguarding The Interest Of Whistleblowers

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The laws that are based on the Whistleblower Protection Act are designed to safeguard the interest of informants employed by the Federal government. Whistleblowers are well meaning people who sense or witness an impropriety in the work place and take it upon themselves to report the matter to the relevant authorities. The offence in question can fall into a number of categories, either outright theft of money and property, receiving goods and services in exchange for favors, laziness, inefficiency and even physical or sexual harassment.

Increasingly more, government authorities, under increasing scrutiny, are encouraging their employees to blow the whistle on any of these unacceptable practices, and provide them with all the protection they require under the terms of the act which is imposed by the U.S. Office of Special Counsel.

Apart from the principal Whistleblower Protection Act, there is also a long list of federal laws protecting workers from retribution or any other form of unlawful treatment. These sub sections generally relate to state and local laws.

Any government employee considering reporting an offence, should seek legal advice in their own state, as the circumstances very according to which state the complaint is made in and pertains to. For these reasons, whistleblowers are strongly recommended to carry out as much initial research as possible before consulting and hiring an experienced labor attorney, accustomed to representing plaintiffs. Before reaching the whistleblowing stage, an experienced Qui tam attorney, and a legal term describing whistle blower claim should advise their clients to gather and understand the implications of their act and be fully aware of the terms and conditions regarding the protection provided by a whistle blower law or a like provision in another law.

Any federal agency is deemed to have violated the Whistleblower Protection Act if they take any form of personnel action or discrimination against any employee as a result of any disclosure of information given by the employee that they reasonably believe evidences a violation of a law, rule or regulation; gross mismanagement; gross waste of funds; an abuse of authority; or a substantial and specific danger to public health or safety.

Depending upon the circumstances of the case discrimination can include:* Dismissal; * Suspension; * Demotion; * Denial of overtime; * Denial of merited promotion; * Unjustified disciplinary action; * Denial of benefits; * Failure to hire or rehire; * Intimidation; * Reassignment affecting prospects for promotion; and * Reducing hourly rate or hours that can be worked.

Any informant who feels that they are being discriminated against is entitled to the full protection of the law. If the claims of discrimination are found to be true, the plaintiff will be entitled to receive substantial compensation.