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The Whistleblower Protection Act was made into federal law in the United States in 1989. Whistleblower protection laws and regulations guarantee freedom of speech for workers and contractors in certain situations. Whistleblowers are protected from retaliation for disclosing information that the employee or applicant reasonably believes provides ...
The Whistleblower Protection Act of 1989, 5 U.S.C. 2302(b)(8)-(9), Pub.L. 101-12 as amended, is a United States federal law that protects federal whistleblowers who work for the government and report the possible existence of an activity constituting a violation of law, rules, or regulations, or mismanagement, gross waste of funds, abuse of authority or a substantial and specific danger to ...
Pages in category "Whistleblower protection legislation" The following 26 pages are in this category, out of 26 total. This list may not reflect recent changes .
This work is in the public domain in the United States because it is a work prepared by an officer or employee of the United States Government as part of that person’s official duties under the terms of Title 17, Chapter 1, Section 105 of the US Code.
The definition of whistleblowing in force under the "Sapin 2 Law" – which includes whistleblowing not based on work - has been maintained. The protection applies to any natural person who facilitates or assists whistleblowers – as required in the directive – but also to entities such as NGOs ( Non-governmental organizations ) or trade ...
The law includes a qui tam provision that allows people who are not affiliated with the government, called "relators" under the law, to file actions on behalf of the government. This is informally called " whistleblowing ", especially when the relator is employed by the organization accused in the suit.
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Prior to the 1998 Act, whistleblowers in the United Kingdom had no protection against being dismissed by their employer. Although they could avoid being sued for breach of confidence thanks to a public interest defence, that did not prevent subtle or open victimisation in the workplace, including disciplinary action, dismissal, [3] failure to gain promotion or a pay rise. [4]