The whistleblowing attorneys at E&L, LLP, represent employees who have experienced retaliation after reporting or refusing to participate in an employer’s misconduct.

Corporate whistleblowers are employees who report fraud or other illegal activity in the workplace, either internally to management or externally to appropriate authorities. Both California and federal laws protect employees who engage in whistleblowing by reporting employer misconduct or refusing to participate in illegal acts.

The employment attorneys at E&L, LLP, help California whistleblowers obtain compensation when they have been terminated for conduct that is protected by whistleblower laws.

Our senior attorneys have been nominated as Super Lawyers – Rising Stars, an acknowledgment that is received by the top 2.5% of attorneys – that means 97.5% of other Southern California attorneys do not qualify.

To Schedule a Free Case Evaluation With Our Firm,
Contact E&l, Llp, at (213) 306-5868


Who is a whistleblower?

California law defines a whistleblower as an employee who reports any of the following corporate misconduct:

  • A violation of state or federal law
  • A failure to comply with government regulations
  • Unsafe working conditions or an unhealthy working environment

California employees who reasonably believe that their employer has engaged in misconduct are protected when they report that misconduct to:

  • A supervisor
  • A corporate employee whose job involves investigating or correcting the violation
  • A government agency that regulates the employer’s business
  • A law enforcement agency

Whistleblower laws also protect employees who provide information with regard to or testify during a government investigation or hearing concerning this kind of misconduct. In addition, employees are entitled to whistleblower protection when they refuse an employer’s orders to participate in unlawful activity, such as fraud.

What are some examples of whistleblowing?

Reporting any violation of a state or federal law or regulation to an appropriate authority constitutes whistleblowing. Common examples include reporting:

  • Fraudulent billing
  • Accounting fraud
  • Fraudulent statements made in corporate tax returns
  • Falsified test results to meet performance standards, such as those required by government contracts
  • Violations of OSHA standards or other health and safety regulations
  • Violations of environmental regulations
  • Workplace discrimination and harassment
  • Gender-based disparities in employee compensation
  • Wage and hour violations (such as a failure to pay required overtime)
  • Manufacturing or selling products that fail to meet safety standards

Refusing to participate in illegal conduct – such as refusing to dump waste products into a river or refusing to send a subordinate into a dangerous working environment – is also conduct protected by whistleblowing laws.

What laws protect whistleblowers?

California Labor Code section 1102.5 is one of the most important California laws that prohibits employers from retaliating against whistleblowers. That law makes it clear that an employer cannot retaliate against an employee for disclosing information to a supervisor or other person with authority over the employee, if the employee has reasonable cause to believe that the information discloses a violation of state or federal statute. Other California laws also protect whistleblowers.

About two dozen federal laws protect whistleblowers who report violations of federal regulations. Some of the most common federal whistleblower cases involve:

  • Workplace safety
  • Environmental protection
  • Product safety
  • Fraudulent statements made to corporate shareholders

What protections do whistleblowers receive?

A whistleblower who is fired after taking action that is protected by whistleblower laws can bring a claim against the employer for lost pay and reinstatement. Whistleblowers are protected even if the internal or government investigation discloses no wrongdoing, provided that they had a reasonable belief that they were reporting actual misconduct at the time the report was made.

Other remedies, such as damages for loss of reputation, punitive damages, or an order prohibiting the employer from continuing to engage in unlawful activity, may also be available.

Entrust Your Case to E&l, Llp

If you have been wrongfully mistreated by your employer, contact E&L, LLP, at (213) 306-5868, for a free case evaluation and consultation.
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