Nearly 300 government entities in one state ranging from agencies and municipalities to school districts and hospitals understandably thought they were getting a great deal from their wireless carriers.
A “zero-tolerance policy toward trade fraud” is what a U.S. Customs official stressed recently in connection with so-called “qui tam” litigation brought by whistleblowers under the federal False Claims Act.
Well, there’s a legislative-executive disconnect.
A statement released by a Detroit medical center bases justification for its firing of multiple nurses on alleged “employee admissions of violations of patients’ rights to privacy.”
Some work-linked discrimination claims are grounded in accusations of sexism. Others allege discriminatory treatment based on race. Many disaffected employees point to illegal behaviors spawned by a hostile work environment.
Justin Howe says he has absolutely “no regrets.”
Do the efforts of American employees who report corporate and governmental fraud sometimes truly pay off for them in meaningful ways?
We spotlighted matters relevant to whistleblowing strategy in a recent Sterling Employment Law blog post. We noted in the firm’s March 31 entry that “there are important don’ts of whistleblowing for employees who want to preserve the strength of their claims and avoid liability.”
A recent article in a national legal journal focusing upon employee whistleblowers underscores the vast amount of information available to educate whistleblowers on their rights against bad-faith employers. That is, there is a veritable mountain of advice existing to inform challenged workers what to do when they seek to fight back against wrongful job termination.