If you have experienced retaliation in the workplace, contact one of the seasoned Minnesota whistleblower lawyers at Wanta Thome. We will work with you directly to help determine the best way to protect your rights and pursue your case.
Federal employees now have expanded legal protection from retaliation for reporting illegal conduct as a result of amendements to a federal law signed by President Obama in late 2012. The law, 5 U.S.C. §2302, prohibits states federal employee authorized to take, direct others to take, recommend or approve any personnel action may not take, fail to take, or threaten to take any personnel action against an employee because of protected whistleblowing. Generally, a person with personnel authority cannot take action against an employee or fail to promote an employee because he or she reported information that she or he reasonably believes 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.
The recent amendments permit objections by employees to certain policy decisions, extend coverage of the existing law to TSA airport screeners, and allow government scientists to challenge regulations they believe are used to conceal official mistakes.
Regardless of whether employees work for the federal government, there are other laws that provide whistleblower protection. For example, the Minnesota Whistleblower Act, Minn. Stat. § 181.932, protects employees from retaliation by their employer if they report, or refuse to engage in, illegal conduct. Other laws, such as the False Claims Act, reword individuals for reporting fraud on the government. If you have experienced retaliation in the workplace, contact one of the seasoned Minnesota whistleblower lawyers at Wanta Thome Jozwiak & Wanta. We will work with you directly to help determine the best way to protect your rights and pursue your case.