Richmond Whistleblower Retaliation Lawyers
VA Employment Attorneys Defending Your Right to Speak up
Employees working in environments where they witness events and practices that break the law may already fear what could happen to them if they speak up. That’s why whistleblowers who selflessly report or oppose such activity are so important. That importance isn’t overlooked by the law, either: When a whistleblower speaks up, they are legally protected against retribution for doing so.
At LawrenceQueen, our whistleblower retaliation practice helps whistleblower assert their right to:
- File a claim or private lawsuit against an employer that reprimanded them for blowing the whistle
- Seek fair and just compensation through legal action
Our whistleblower retaliation lawyers in Richmond are waiting to hear from you and respond with legal assistance to help you recover what you deserve.
If you were retaliated against because of whistleblowing, contact LawrenceQueen online today or by calling (804) 409-8689.
How Are Whistleblowers Protected in Virginia?
Whistleblowers are protected by state and federal laws, particularly the federal Whistleblower Protection Act and False Claims Act, as well as various statutes in Virginia that include protections for many kinds of whistleblowers. Whistleblowing is considered a protected workplace activity in most situations, so protections that generally prohibit retaliation can also protect whistleblowers.
Some specific examples of what may be considered whistleblowing include the following:
- Reporting sexual harassment to a supervisor or a company’s human resources department
- Reporting violations of wage and hour laws to the government
- Filing a lawsuit seeking damages for a violation of the employee’s rights
- Participating in an internal investigation or one conducted by a regulatory entity
It’s important to note that whistleblowing is protected even when what was reported cannot be verified or if a lawsuit making such allegations fails. In other words, employers may not impose retribution against whistleblowers, even if their claims aren’t proven.
What Are Whistleblowers Protected against?
Employers may not impose reprimands or punishment of any kind against whistleblowers in retaliation for their actions as whistleblowers.
You are protected by law if your employer takes action against you, such as:
- Termination (firing or selection for layoff)
- Denial of benefits
- Passed over for promotions
- Demotion
- Micromanagement
- Harassment
- Threats (verbal or physical)
- Reduced hours
- Blacklisting
- Unreasonably poor performance reviews
- Reassignment to a less desirable position
Consult with our whistleblower retaliation attorneys in Richmond if you’ve experienced behavior as described above in connection with your actions as a whistleblower. We may be able to help you take legal action and pursue fair and just compensation.
Did You Witness Fraud against the Government?
If you witnessed or have information about a company’s fraudulent activity against the federal government, LawrenceQueen can represent you in a “qui tam” lawsuit. When you initiate a lawsuit on behalf of the federal government, you are not just protected under the False Claims Act, but may also be entitled to a portion of the damages recovered if the lawsuit is successful.
Fraudulent activity against the government can appear as the following:
- Falsely inflated costs for products and services billed on government contracts
- Falsely certifying goods that do not meet required specifications
- Billing the government for undelivered goods or services not rendered
- Marketing pharmaceutical drugs for uses the FDA did not approve
Contact LawrenceQueen for Legal Assistance!
If you need a Richmond whistleblower retaliation attorney to help you hold your employer accountable for violating the law, reach out to LawrenceQueen for support. Our firm has nearly 30 years of experience and can provide you with personalized and proactive legal service.
For more information, submit an online contact form to get in touch with our team.
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