Sometimes, people working their jobs notice alarming signs of misconduct on the part of coworkers or the organizations that employ them. They might notice that their employer engages in fraudulent billing practices. They may become aware of a supervisor harassing another employee.
When that occurs, the worker with that alarming information has to make a difficult decision. They may need to report their concerns to management or human resources within the company. Other times, when they believe the company is complicit in the misconduct, they may involve regulatory agencies.
The risk of job loss or other penalties for reporting these issues can create a major chilling effect that could deter people from doing the right thing. Do workers who speak up about issues in the workplace need to worry about the possibility of losing their jobs as a result?
Whistleblowing is a protected activity
Technically, employers can usually fire workers for any reason or no reason under at-will employment laws. However, retaliatory firings are a violation of a worker’s rights.
The decision to terminate a worker’s position because they reported an issue within the company or to an outside authority is likely an act of retaliation. Whistleblowers have protection under federal law against employer retaliation.
Workers have the right to report dangerous or illegal behavior to protect themselves and their coworkers. If their employers attempt to punish them for those actions, they may need help holding their employers accountable.
Whistleblowers who have lost their jobs or faced other types of retaliatory punishment, such as demotions and unfavorable transfers, may have grounds to take legal action against their employers. Realizing that reporting misconduct is a protected activity can empower employees to hold their employers accountable.