Minnesota Employment Lawyers

Retaliation Whistleblowing

Did you report some illegal conduct in the workplace only to be retaliated against by your employer? Contact Fabian May & Anderson, PLLP today for an initial case evaluation with a Minnesota whistleblower retaliation attorney to discuss your legal options. You have rights, and we want to help you assert them. Don’t delay—reach out today.

Why Choose an Employment Law Attorney from Fabian May & Anderson, PLLP?

If you’ve been retaliated against for blowing the whistle on illegal conduct at your job, you deserve a dedicated advocate who can help you stand up for your rights and demand justice on your behalf. Turn to an employment law attorney with Fabian May & Anderson, PLLP, to help you defend yourself from whistleblower retaliation because:

We have made it our mission to help employees understand and enforce their rights.
Our attorneys have decades of experience pursuing justice for our clients from employers who engage in unlawful retaliation.
Our team will provide the service and support you need, taking an accommodating approach with you while zealously advocating on your behalf.

What Is Whistleblowing?

Whistleblowing occurs when an employee reports illegal conduct to an employer. Employees may file a whistleblower report with their employer. Alternatively, an employee may report unlawful or unethical practices by their employer to government regulators, such as state and federal workplace safety regulators, securities regulators, or attorneys general offices. Examples of whistleblower disclosures include:

Allegations of an employer’s financial fraud or misconduct.
Workplace discrimination or harassment.
Failure to timely pay the employee their earned wages, commissions, or bonus.
A breach of the employee’s employment contract or other agreement.
Insider trading, misleading disclosures, or other securities law violations.
OSHA/workplace safety violations.
Environmental law violations.

Many types of whistleblowing constitute protected activity, such as filing an internal complaint within the company, filing an external complaint with government agencies, or testifying in an internal investigation, administrative proceeding, or legal action. Whistleblowing can become a protected activity when an employee in good faith reports or participates in an investigation or action regarding unlawful workplace activity or suspected unlawful activity. Protected whistleblowing activity means an employee should not face adverse employment action from their supervisor, manager, or employer due to the employee’s whistleblowing.

Understanding Employment Retaliation

Unfortunately, employers sometimes retaliate against a worker for their whistleblowing activity by taking adverse actions against them, which may take the form of:

Demotions
Denials of promotions
Pay cuts
Denials of time off or other employment benefits.
Assignment to undesirable work tasks.
Negative performance reviews
Subjecting a whistleblowing employee to a hostile work environment.
Unjustified disciplinary actions, such as performance improvement plans or suspensions without pay.
Termination without just cause.

Retaliating against a worker who has engaged in protected whistleblowing activity may violate various employment laws, potentially subjecting an employer to liability for harm or losses a worker suffers because of the employer’s retaliatory actions.

Legal Protections for Whistleblowers

Various state and federal laws protect an employee who engages in whistleblowing activity from an employer’s retaliation. Employers who retaliate against workers engaged in protected whistleblowing activity may face financial liability or civil penalties for their conduct. Examples of federal laws and regulations that protect workplace whistleblowers include:

Title VII of the Civil Rights Act – Protects workers who report discrimination or harassment, or who participate in a legal action claiming race, national origin, religion, sex, or sexual orientation discrimination in the workplace.
Sarbanes-Oxley Act – Protects whistleblowers who report certain types of corporate financial misconduct.
Whistleblower Protection Act – Covers federal employees who report illegal or unethical conduct in federal agencies.
OSHA regulations – Protect employees who report unsafe working conditions.
False Claims Act – Allows employees to report companies that submit false or fraudulent claims for benefits or compensation from federal funds.
Dodd-Frank Act – Protects workers who report various types of securities violations.

State laws also provide legal protections for workers who engage in whistleblowing activity. For example, Minnesota law prohibits employers from terminating, disciplining, penalizing, threatening, coercing, or otherwise retaliating or discriminating against an employee who, in good faith:

Reports a violation or suspected or planned violation of state or federal law or regulation.
Participates in an investigation, inquiry, or hearing upon request by a public body or office.
Refuses to perform an action that the employee has an objective basis to believe violates state or federal laws or regulations.

What Steps Should You Take After Your Employer Retaliates Against You?

If you suspect your employer has retaliated against you for whistleblowing, you should seek legal counsel to preserve your right to pursue legal action against your employer as soon as possible. The attorneys at Fabian, May & Anderson, PLLP stand by waiting to assist you in any way they can with respect to your whistleblower claim.

Remedies Available in Whistleblower Retaliation Cases

In a whistleblower retaliation claim, you may seek various forms of relief for the harm you’ve experienced due to retaliatory conduct, such as:

Compensation for lost pay and benefits.
Compensation for reputational harm or emotional distress.
Punitive damages
Legal fees and expenses incurred to pursue a retaliation claim.

How Our Firm Can Help

The attorneys of Fabian May & Anderson, PLLP can help you pursue your whistleblowing claim and seek accountability and justice from your employer by:

Thoroughly investigating your claims to recover evidence of your employer’s retaliatory conduct.
Documenting your financial and personal losses from adverse employment actions, including lost pay or emotional distress.
Evaluating your legal options for seeking relief from retaliation, including determining what legal claims you may have.
Filing your claims and vigorously pursuing the results you deserve, whether at the negotiating table or in court.

Contact Us Today to Discuss Your Legal Options

Contact Fabian May & Anderson, PLLP for a confidential consultation with our legal team. Our experienced Minnesota whistleblowing and retaliation lawyers are ready to fight for your rights and interests.

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