A previous post on this blog described California's protections for whistleblowers and, specifically, discussed who qualifies as a protected "whistleblower" and under what circumstances.
Being a whistleblower is a scary experience for just about anyone. Despite wanting to think the best of our employers, the reality is that managers are human and, as humans, they do not like to be criticized, especially if the criticism involves an employee going to a third party to report the company's law violations.
What may compound the problem is that the employee may not be absolutely certain that the employer did something wrong, and an investigation could wind up turning up no hard evidence of malfeasance. All in all, employees who want to do the right thing may for good reasons feel very frightened about doing so, especially if they rely on their jobs to support themselves and their families.
Our law office is in the business of helping victims of retaliation, and this includes employees who are retaliated against for reporting their employer's violations of the law. Prior to making a report, an employee may wish to consult with an attorney, in order to make sure he or she reports misconduct in such way so as to get full advantage of whistleblower protections.
After the report, we can take appropriate action if an employer tries to retaliate against the whistleblower, even if the employer does so under a pretext that their actions have nothing to do with the whistleblower's report. If there is evidence of retaliation, we can help our client file suit in court in order to pursue appropriate relief, which can include things like back pay and full reinstatement in to the employee's former position.