Whistleblower Claims

There is a wide variety of state and federal statutes designed to encourage employees in both the public and private sectors to “blow the whistle” on conduct by an employer or an employer’s agents which they believe may be unlawful, constitute a gross misuse of public funds, or else pose an imminent threat to the health and safety of others.  The majority of these statutes establish fairly robust protections against retaliation by an employer for employees who report such unlawful conduct or waste. Chief among these are those statutes and regulations enforced by the Occupational Safety and Health Administration (OSHA), such as the Occupational Safety & Health Act, the Surface Transportation Assistance Act, the Sarbanes-Oxley Act, and various environmental protection laws. Additionally, the Murphy Law Group often encounters violations of the Pennsylvania Whistleblower Law (PAWBL) as well as the New Jersey Conscientious Employee Protection Act (CEPA).  Finally, the federal False Claims Act and the Internal Revenue Service Whistleblower Program both provide substantial monetary incentives – in addition to anti-retaliation protections – with the goal of encouraging employees to come forward with information concerning certain fraudulent conduct by government contractors and other employers.

Nevertheless, the scope and level of the protection offered by these laws often varies considerably. For example, the PAWBL offers strong anti-retaliation protections, but generally only applies to individuals employed by a “public body” or for a private employer who receives certain public funds. On the other hand, the Occupational Safety & Health Act protects private sector employees from retaliation for reporting, among other things, unsafe working conditions, but establishes a strict thirty (30) day timeframe in which an employee who has been retaliated against must submit a complaint to OSHA or risk forfeiting his or her right to relief entirely.

If you believe you have been demoted, discharged, terminated, or otherwise retaliated against for reporting conduct which you believe to be fraudulent or unlawful to your employer or a local, state, or federal agency, you should contact our firm to discuss whether your situation may be covered by one or more of the numerous whistleblower statutes under state and federal law.

You can contact the Murphy Law Group today by calling 267-273-1054, by filling out our online form, or by emailing us at consult@phillyemploymentlawyer.com.

11 02, 2016

Does the “Little Guy” Really Stand a Chance Against a Corporate Giant?

By | 2016-02-11T19:46:41+00:00 February 11th, 2016|Whistleblower Claims, Workplace Discrimination|1 Comment

Jury awards former Wal-Mart employee $31 million over discrimination claim Facing off against an employer, or a former employer, over a potentially unlawful issue can be a scary prospect. Companies may already have legal teams in place, and they may already have strategies for quickly shutting down worker lawsuits. And, of course, they may have deep pockets, which can seem like a powerful advantage during a legal fight. The sole employee may feel as though he or she is in a vulnerable position. However, a recent case shows that justice is not only worth fighting for, but it’s also possible to achieve—even against corporate behemoths. Let’s take a look at how one worker recently won a massive victory against Wal-Mart. Concerns about Safety Maureen McPadden worked for Wal-Mart as a pharmacist for 13 years and had a history of positive performance reviews. The pharmacy in the store where McPadden worked was extremely busy, especially during the summer months. In July 2011, McPadden received a reprimand for not completing certain tasks before leaving work. Not long after that, McPadden began raising concerns that the pharmacy was understaffed and that some employees had not been adequately trained. She told management that she [...]