Breaking the casual connection between an adverse job action (i.e. termination of employment) and a safety related complaint made internally or to OSHA or to any other government agency, is essential in defending against whistleblower or retaliation related claims. In order to effectively break any casual connection and successfully defend an employer’s adverse employment decision impacting a whistleblower, our attorneys help employers establish work rules, policies and best practices to proactively set expectations and manage employees. Our clients become well positioned to take necessary adverse job action when the circumstances lawfully dictate that an employee who is not performing up to reasonable expectations or behaving badly is justified.
For help with Defending Whistleblower Claims, please call (312) 894-3322 to speak with an OSHA attorney.
Our goal is to minimize the risk of litigation for our clients by helping them proactively implement proper safety programs, counseling them on OSHA compliance issues, guiding them through OSHA inspections, and, when necessary, litigating OSHA citations.