Protecting Whistleblowers from Unlawful Retailiation

Former U.S. Marine Douglas Geyman argues vigorously on behalf of his clients in such areas as wrongful termination, sexual harassment, Family and Medical Leave Act disputes, and discrimination. He established his practice in 1992 and has maintained his offices in San Diego’s Symphony Towers for the past 17 years. Among the many types of cases for which he counsels clients, Douglas Geyman possesses special proficiency in whistleblower claims.

Whistleblowers report what they believe to be illegal actions on their employers’ part to the appropriate authorities. Despite the existence of whistleblower protection laws, employers generally take a dim view of whistleblowers and often fire them.

While some employers are transparent in their illegal retaliation against whistleblowers, others retaliate in less obvious ways. An employer might transfer a whistleblower to a job that pays less, for instance, or give negative performance evaluations. A particularly pernicious tactic is the constructive discharge, which occurs when the employer makes the whistleblower’s life on the job so unbearable that he is forced to quit. Reductions in responsibility or pay for no job-related reason, especially when these actions reduce or eliminate the possibility of future advancement, can be so destructive to a whistleblower’s future career opportunities that he feels he has no choice but to quit.


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