Whistleblower Representation/OSC Solely Focused on Federal Employment Law

Whistleblower Retaliation Attorneys with Offices in the Tampa Bay Area

Standing Up for Federal Employees

As a federal employee, you have a responsibility to raise the alarm when you witness or become aware of unlawful conduct. At some point in your federal career, you may witness something you believe should not be happening – an illegal act, a gross waste of funds, an abuse of authority by a supervisor or another employee. Though the act of “blowing the whistle” can be intimidating, especially if an incident involves a manager or supervisor, it can be necessary to ensure the safety, security, and overall health of the federal government. While the Whistleblower Protection Act gives you the authority to disclose such wrongdoing without retribution, you may nevertheless become the subject of form of retaliatory action, such as a change in your duties, denial of a promotion, unsupported disciplinary actions, or even firing.

The Whistleblower Protection Act shields federal employees from retaliatory action in these situations. Unlawful retaliation can and does still occur, however, and can involve targeted harassment, demotion, and even wrongful termination. Agency officials will often attempt to justify adverse actions taken against a whistleblowing employee on thin to nonexistent grounds.

Do not wait to call (813) 437-4447 or contact us online. We will immediately review your case and help you explore your legal options.

Common examples of reprisal in the federal workplace include:

Baseless investigations
Unwarranted adverse or disciplinary actions
Negative performance appraisals
Demotion or denial of promotion
Unjustified pay reductions
Undesirable reassignment or repeated assignment of undesirable shifts and/or responsibilities
Wrongful termination

Our whistleblower retaliation lawyers based out of our Tampa Bay area office at Legal Lion Employment Law Firm can work to protect you when you are seeking to report misconduct or after you have suffered from retaliatory acts. We understand how to navigate whistleblower complaints and how the Office of Special Counsel adjudicates reprisals. Our team will work with you to protect your career and secure the relief that you deserve.

Know Your Rights: Whistleblower Protection Explained

The Office of Special Counsel (OSC) is an independent federal government agency that is responsible for hearing and addressing whistleblower retaliation complaints. Federal employees who believe that they have been the victim of reprisal can file complaints with the OSC to recover damages and secure other legal remedies.

Under OSC rules, federal employees have the right to “blow the whistle” when they become aware of:

Violations of the law or internal rules or regulations
Excessive mismanagement
Excessive waste of government funds
Abuses of authority
A “substantial and specific” danger to public health or safety

When you register a complaint calling attention to any of these offenses, you gain legal protection from any retaliatory acts. You must still be vigilant in the wake of making a disclosure and watch out for warning signs that you are being against. If your complaint involved a supervisor or manager, the reality is that they will likely learn about the disclosure at some point and may potentially determine who spoke up.

Experienced Representation for Whistleblower Cases

At Legal Lion Employment Law Firm PLLC, we have a team of dedicated whistleblower retaliation attorneys who are experienced in handling a wide range of whistleblower cases. Whether you are a federal employee or work in the private sector, we are here to stand up for your rights and protect you from retaliation.

Why Legal Lion is Your Best Choice for Whistleblower Representation:

Comprehensive Knowledge of Whistleblower Laws: Our attorneys have a deep understanding of federal and state laws that protect whistleblowers. We stay up-to-date with the latest developments in this area of law to provide you with the most effective representation.
Successful Whistleblower Case Outcomes: We have a track record of achieving favorable outcomes for our clients in whistleblower cases. Our attorneys have successfully litigated cases involving fraud, safety violations, discrimination, and more.
Personalized Legal Strategies: We understand that every whistleblower case is unique, and we take the time to understand your specific circumstances and goals. Our attorneys will work closely with you to develop a tailored legal strategy that maximizes your chances of success.
Supportive and Compassionate Advocacy: Whistleblowing can be a stressful and challenging experience. We provide compassionate support and guidance throughout the legal process, ensuring that you feel heard and empowered.
Aggressive Courtroom Representation: If your case goes to trial, our attorneys are skilled litigators who will vigorously advocate for your rights in the courtroom. We have the experience and resources to build a strong case on your behalf.

If you are suffering retaliation for whistleblowing, do not wait to call (813) 437-4447 or contact us online. We will immediately review your case and help you explore your legal options.

Filing a Complaint with the Appropriate Federal Agency

You must be careful when pursuing your retaliation complaint. Depending on the agency’s actions, you may be expected to initiate a complaint with the Merit Systems Protection Board (MSPB) instead of the OSC.

If retaliatory acts taken against you consist of reassignments, brief suspensions, reprimands, or denial of promotions, you should take your case to the OSC. If you have faced demotion, wrongful termination, or suspensions exceeding 14 days in length, you can initiate a claim with the MSPB.

You should also be cautious when filing a grievance through a collective bargaining agreement. Doing so may prevent you from filing a future claim with the OSC or the MSPB. Our legal team can evaluate your situation and determine how to proceed.

Proving Whistleblower Retaliation

Whether you file a complaint with the OSC or the MSPB, you will need to demonstrate that your whistleblowing was a “contributing factor” in the unfavorable action taken against you. In other words, you must reasonably prove that any adverse actions taken against you were the result of your speaking up. Note that any means of intimidation, including threats of demotion or termination, can count as a retaliatory action.

Proving that your whistleblowing was a “contributing factor” to disciplinary or adverse actions can be challenging, especially if the defense can establish that they had sufficient reason to take unfavorable action against you outside your complaint. Our whistleblower retaliation attorneys who are located at our Tampa Bay Area offices will review every facet of your situation and determine how best to position you. We can help you build a compelling case that establishes a clear link between your whistleblowing and the acts of reprisal.

Securing Relief in a Whistleblower Retaliation Claim

It can be understandably frightening to speak out as a federal employee, especially if the misconduct you are reporting involves your boss or supervisor. Your reputation and career opportunities can be permanently threatened if you suffer retaliation as a result of your whistleblowing.

Filing a whistleblower retaliation complaint can help you reverse this damage. If the OSC or MSPB determines that you suffered from unlawful retaliation, any related disciplinary or adverse actions can be removed from your OPF. You may also be entitled to the restoration of your job and back pay if you were unjustly terminated.

The Whistleblower Protection Enhancement Act (WPEA) works to extend further relief options to those who suffer retaliation. Depending on your situation, you may be entitled to compensatory damages for any pain or suffering as well as consequential damages and compensation for legal fees.

Our Tampa Bay Area whistleblower retaliation lawyers at Legal Lion Employment Law Firm can review your case and advise on what relief you may be available. We are committed to helping federal employees navigate these delicate scenarios and will do everything possible to secure a favorable outcome.

We can help you navigate your whistleblower retaliation complaint. Schedule a free initial consultation with our team by calling (813) 437-4447 or contacting us online.

Continue Reading Read Less

Committed to Serving You Better

What Sets Us Apart

Direct Legal Access

Clients will interact with our attorneys directly instead of office staff and paralegals.
Free Consultations
Free Consultations are available for every situation without time restraints.
Cost Effective

We keep costs low and effective for all of our clients. It is more important for us to help federal employees in need of guidance and advice.
Available Outside Business Hours

We make ourselves available outside of business hours upon request.

Fierce, Strategic & Relentless Federal Employment Advocacy

YOUR VOICE WILL BE HEARD

Integrity, Honesty & Drive!
“I'll state facts first: Samantha was my attorney for many years, yet I can say that both Samantha and Loretta are both top-notch. As for Samantha, she has a work ethic like none other. Integrity, honesty, and a drive to do the right thing is a rare thing to find these days and she possesses these things in abundance. The experience this Law firm brings along with the resources they have as well as the dedication and personal touch was unprecedented in my experience.”

- Eddie M.

The Intricacies of Federal Employment Law Are Vast & Complex

Schedule a Free Consultation Today

No Case Is Too Large or Complex for Our Attorneys

First Name
Last Name
Phone
Email
Are you a new client?
How can we help you?
By submitting, you agree to receive text messages from Legal Lion Employment Law Firm PLLC at the number provided, including those related to your inquiry, follow-ups, and review requests, via automated technology. Consent is not a condition of purchase. Msg & data rates may apply. Msg frequency may vary. Reply STOP to cancel or HELP for assistance. Acceptable Use Policy