Search Site

OSHA Provides Five-Point Guidelines to Prevent Whistleblower Retaliation

The Occupational Safety and Health Administration recently released a set of recommendations to help companies prevent whistleblower retaliation from occurring in their workplaces. The agency suggests training all employees about their right to report any such issues that arise to OSHA or another appropriate agency. It also encourages employers to implement programs that allow employees to easily report noncompliance with safety and health laws and to prevent retaliation against any employees that do speak up.

The five specific points OSHA recommends be a part of any anti-retaliation program include the following:

  • Having a clear, well-communicated system in place for the company to resolve any reported concerns that employees bring up
  • Employing managers who are committed to anti-retaliation practices, who lead by example when handling whistleblower claims, who instill a culture of encouragement with regard to reporting concerns and who respect the confidentiality of those who report
  • Having a system in place for receiving and responding any reports of retaliation that come through from employees
  • Developing anti-retaliation best practices for managers and employees alike
  • Giving oversight to the entire program, including regular monitoring or audits to determine the strengths and weaknesses of the program

OSHA works with companies to offer several ways to develop programs that accomplish every one of these goals, including having multiple confidential (or anonymous) channels through which employees can submit their complaints, a system of follow-up interviews with any employee who submits a complaint and establishing a series of anonymous surveys of employees to assess the company’s anti-retaliation program. The agency also recommends that employers incentivize reporting in some way.

For more information about the steps your company should take to prevent whistleblower retaliation, contact an experienced attorney at Kardell Law Group today.

Awards & Honors
Our Office
  • Dallas Office
    4514 Cole Ave
    Dallas, Texas 75205
    Phone: 214-306-8045
    Fax: 469-729-9926
As Seen In
In his new book, "Standing Up to China: How a Whistleblower Risked Everything for His Country," former client & Author, Ashley Yablon, quotes Attorney Steve Kardell about Whistelblower Law.
  • "Steve Kardell was terrific in representing me in some very adversarial discussions with Citigroup and also later represented me in my testimony before the Financial Crisis Inquiry Commission."  -Richard Bowen, Citigroup Whistleblower

  • "Incredible knowledge of employee related concerns and equally brilliant knowledge of health care regulations, standards of practice. I would recommend this firm to anyone."  -V.B.

  • "Reaching out to Steve Kardell was the best decision I made. His ability to provide immediate insight and direction was very powerful, and a huge relief during a very stressful time period. For anyone struggling with a whistleblower situation, I would highly recommend at least speaking with Steve. After a 10 minute call with him, I had a better understanding of what I was dealing with. Even better, he gave me some immediate hope. In the end Steve did a better job than I thought was possible. Steve was able to get in contact with people in my organization, that I didn’t have access to. Because of his years of experience, he already has contacts in many organizations in Dallas. The entire situation was handled peacefully. I was impressed by his ability to “keep the peace”–rather than creating a battle with the organization. The reason I didn’t reach out to a lawyer initially, was because I thought it would mean an immediate end to any hope of a positive relationship with the company. Steve was able to address my concerns, and in the end I was able to continue to work for them."  -KS

  • "Never thought my career would end like it did after 30 years of service. I was part of the first round of the so called reduction of force. I asked myself how can I be part of this with 30 years of seniority. How did they pick these 90 plus employees? Now, the culture of this organization made you question every decision they made. It wasn’t what you knew it’s was a culture of who you know. Nonetheless, I did not accept their severance package. I immediately starting looking for an attorney who would take on my case. After the initial call to Steve I had hope again. He was open and honest about everything and reassured me he would do his best for me, and he did. I had an awesome outcome. Thanks Steve you’re the best."  -S.S.