When a recruitment agency rents temporary workers to a company, the recruitment agency and its client (commonly referred to as the employer) can be held legally liable for retaliation against the workers. For more information on the whistleblower protection rights of agency workers, see OSHA Bulletin No. 3 on the Temporary Agency Workers Initiative – Rights to Protect Whistleblowers. If you are an employee of a DOJ subcontractor, subcontractor, beneficiary, sub-beneficiary, or DOJ contractor specializing in personal services, you may file a retaliation complaint with the Office of the Inspector General`s hotline. Pursuant to 41 U.S.C. § 4712, it is unlawful for an employee of a federal contractor, subcontractor, concessionaire, subcontractor, subcontractor or subcontractor or personal services contractor to be fired, demoted, or otherwise discriminated against for making a protected disclosure. More information on whistleblower protection for these employees is available in the information brochure produced by the OIG. The Whistleblower Protection Coordinator of the OIG cannot act as a legal representative, agent or advocate for an individual whistleblower. No one should ever be retaliated against or threatened for making a protected disclosure.
It is illegal for personal action to be taken against you as a result of your whistleblowing. If you believe you have been retaliated against for a protected disclosure, you may file a reprisal complaint in accordance with the guidelines below. Personal complaints (e.g. bullying, harassment, discrimination) are not covered by the whistleblower law unless your particular case is in the public interest. This report is an overall assessment of the adequacy of whistleblower protection laws in 27 European Union (EU) Member States. It also examines a number of political, social and other factors that promote or prevent whistleblowing in the workplace and that enable or hinder the enactment of whistleblower laws in EU countries. It identifies general and specific topics requiring improvement, both in terms of strengthening whistleblower protection for employees and increasing the acceptance and appreciation of whistleblowing. This report is based on extensive national studies conducted by researchers from across Europe. The background documents were used to develop the findings, conclusions and recommendations presented here, and served as the basis for the individual country profiles. The Office of Federal Contract Compliance Programs (OCFCCP) protects workers, promotes diversity and enforces the law.
OFCCP holds those who do business with the federal government (contractors and subcontractors) accountable for meeting the legal obligation to take positive action and not to discriminate on the basis of race, color, sex, sexual orientation, gender identity, religion, national origin, disability, or protected veteran status. In addition, contractors and subcontractors are prohibited from dismissing or otherwise discriminating against candidates or employees who inquire about their compensation or that of others, subject to certain restrictions. (H) to an employee designated by an officer, employee, office or department in accordance with subparagraphs (A) to (G) for the purpose of receiving such disclosures; You are protected from retaliation, intimidation, threats, coercion, harassment and discrimination because you have engaged in protected activities under an equal opportunity law enforced by OFCCP; such as filing a complaint of discrimination, providing information to the OFCCP during a compliance assessment, or rejecting practices that are illegal under equality laws. Includes current or former uniformed service members, candidates for uniform, uniformed service individuals, veterans, and members of the active and reserve components of the U.S. Armed Forces. In general, reports of misconduct by DOJ employees or within programs should be directed to the OIG hotline. Case in point: An employee informed her employer that she had called OSHA because she believed there was a fire hazard that her employer did not want to address. The employee had previously reported the fire hazard to her employer. There was a workplace practice that allowed all employees to swap shifts when they needed time off. The worker attempted to swap shifts for a few days after telling her employer that she had called OSHA, but her employer did not allow her to exchange shifts. However, other employees were still allowed to trade shifts. Contact the Consultation, Conciliation and Arbitration Service (Acas) for help and advice on resolving workplace disputes.
The misconduct you disclose must be in the public interest. This means that it must reach other people, for example the general public. Get independent advice if you are unsure you are protected, such as citizen advice. Access exclusive Economic Times articles, editorials and expert opinions on the Uniform Service Employment and Re-employment Rights Act – The Uniformed Service Employment and Re-employment Rights Act (USERRA) protects the reintegration rights of military personnel upon their return from service in uniform. including those called up by the Reserve or National Guard, and prohibits employer discrimination on the basis of military service or conscription. The U.S. Department of Labor`s Mine Safety and Health Administration (MSHA) helps reduce the number of deaths, injuries and illnesses in the country`s mines through a variety of activities and programs. The agency develops and enforces safety and health regulations for all U.S.
mines and provides technical, educational, and other support to mine operators.