Ronald Duska | Whistleblowing and Employee Loyalty He argues against those who see whistleblowing as an act of disloyalty to a company by saying that corporations are not entities deserving of loyalty in the first place.

A whistleblower (also written as whistle-blower or whistle blower) is a person, usually an employee, who exposes information or activity within a private, public, or government organization that is deemed illegal, illicit, unsafe, or a waste, fraud, or abuse of taxpayer funds.

Corporations exist to make money and employees work primarily to earn a salary, thus the notion of organisational loyalty is illogical because, Duska argues, loyalty depends on “ties that demand self-sacrifice without expectation of reward” (308) such as those found in family relationships or between teammates on a …

Loyalty depends on ties that demand self-sacri- fice with no expectation of reward.

What does Duska mean when he says that a company is an instrument, not an end in itself? It’s created to earn profit, and it doesn’t have value in itself like a person does.

Duska’s main conclusion is that: Whistle-blowing is NOT an act of disloyalty.

The ties that bind the persons together provide the basis of loyalty.” Duska goes to claim that the relationship between you and your corporate employer is not one of mutual enrichment, thus bonds of loyalty are incapable or arising through nature of the relationship.

Personal grievances (for example bullying, harassment, discrimination) are not covered by whistleblowing law, unless your particular case is in the public interest.

It’s in the public interest that the law protects whistleblowers so that they can speak out if they find malpractice in an organisation. As a whistleblower you’re protected from victimisation if you’re: a worker. revealing information of the right type by making what is known as a ‘qualifying disclosure’

In most cases, the government does not investigate the conduct of the whistleblower. However, to the extent that the whistleblower was involved in planning the fraudulent activities, our attorneys may be able to negotiate immunity in exchange for the whistleblower’s full cooperation with the investigation.

In our experience, the average whistleblower case takes about three or four years to resolve. Of course, some cases are resolved much faster, and some take a little longer. We understand that the time it takes to resolve a whistleblower lawsuit can be very frustrating, especially for the whistleblower.

If the detrimental treatment was not particularly severe, you may be entitled to compensation in the lowest band – £900 – £8,600. If the detrimental treatment was more serious, you may be entitled to compensation in the middle band – £8,600 – £25,700.

If you raise a concern about wrongdoing at work that is in the public interest, this is called whistleblowing. If you’re dismissed for whistleblowing, you can make a claim for automatic unfair dismissal. When a tribunal looks at your claim for dismissal, there are certain legal tests that they will apply.

No. Under the laws of most states, it is illegal for an employer to retaliate against a whistleblower who has reported, or attempted to report, the illegal conduct of the employer.

There is no ‘Whistleblowing Act’ in the UK, instead, there is the Public Interest Disclosure Act 1998. Workers specifically excluded are members of the armed forces, intelligence officers, volunteers, and those who are genuinely self-employed.

The Whistleblower Protection Enhancement Act of 2012 (WPEA) was signed into law in 2012. The law strengthened the protections for federal employees who disclose evidence of waste, fraud, or abuse.

PIDA also has a wider definition of ‘worker’ than other areas of law. However, self-employed persons, volunteers or job applicants (other than in the NHS) are likely not covered.

Federal law1 prohibits all corporations, including nonprofits, from retaliating against employees who “blow the whistle” on their employer’s financial management and accounting practices. Additionally, over 45 different states have enacted laws to protect whistleblowers from retaliation at the workplace.

The Whistleblower Protection Act of 1989, 5 U.S.C. 2302(b)(8)-(9), Pub….Whistleblower Protection Act.

Rights as Whistleblower Employees are protected against changes in their job status, such as job loss, demotion, reduction in pay or hours, disciplinary action or the denial of overtime or promotion. Workers cannot be denied benefits, intimidated or reassigned because of an OSHA complaint.

The Occupational Safety and Health Act (OSHA) and similar state laws. Employees who report workplace hazards are protected from employer retaliation. The Family and Medical Leave Act and similar state laws.

One of the effects whistleblowing can have on a company or organization is a lack of trust in the internal system. This can be counterproductive to a company if its employees start to become suspicious of the policies and behaviors of the employer.