Defending Whistleblower Claims

Breaking the casual connection between an adverse job action (i.e. termination of employment) and a safety related complaint made internally or to OSHA or to any other government agency, is essential in defending against whistleblower or retaliation related claims.  In order to effectively break any casual connection and successfully defend an employer’s adverse employment decision impacting a whistleblower, our attorneys help employers establish work rules, policies and best practices to proactively set expectations and manage employees.  Our clients become well positioned to take necessary adverse job action when the circumstances lawfully dictate that an employee who is not performing up to reasonable expectations or behaving badly is justified.