Retaliation and Whistleblowing
Do you believe your employer terminated you or treated you unfairly because you raised concerns about conduct in the workplace?
Workers should not be punished by their employers for raising serious concerns about conduct in the workplace.
Various federal and state laws prohibit employers from retaliating against employees for engaging in “protected activity.” Protected activity can include: opposing conduct prohibited by anti-discrimination laws, applying for workers’ compensation benefits, reporting unsafe working conditions, reporting to law enforcement that your employer engaged in illegal activity, cooperating with a government investigation, and reporting to the Securities and Exchange Commission (SEC) or a manager that your employer engaged in securities fraud and related violations.
Retaliation can take many forms including unwarranted termination, discipline, failure to promote, demotion, creating a hostile work environment, or other adverse employment actions.
Attorney Jeffrey Kmoch has extensive experience litigating and counseling on matters involving workplace retaliation and whistleblowing. If you believe you were retaliated against for engaging in a protected activity, call today for a free consultation.
Statutes of limitations and deadlines to file administrative agency charges may apply to retaliation and whistleblower claims, so time may be of the essence.