Oregon workers who become aware of any form of wrongdoing in the workplace might be conflicted. They want to do the right thing and report what they know but are fearful that they will be subjected to reprisals if they do.
People in this complicated situation should be aware that they are shielded from an employer acting against them for coming forward. This is a fundamental part of the law. Those who have been demoted, penalized, threatened, terminated or faced any other issues after they spoke up have rights and should hold the employer accountable.
Employees are protected
If an employee finds that criminal activity is taking place such as bribery, they can report it to law enforcement. After reporting the issue, they cannot be penalized if criminal charges are filed against individuals or the business faces sanctions. The worker can also give law enforcement all the information and evidence they have access to. In some cases, an investigation does not result in charges. Workers are still protected.
Workers who have taken these steps and suddenly find themselves shunned at work, deprived of deserved promotions, given poor performance reports or are confronted with clear attempts to punish them could file a civil claim to be compensated.
They claim can be filed with the Civil Rights Division of the Oregon Bureau of Labor and Industries (BOLI). The case can also be filed in civil court. There is a timeframe in which the complaint must be filed. The division must be contacted within 90 days from the date in which the discriminatory behavior started.
Workers should not be afraid to report crime
There is an understandable reluctance to become a whistleblower even if clear violations are taking place on the job. Workers who want to do the right thing do not need to hesitate out of concern for losing their job.
There are protections in place that will keep an employer from penalizing them. If a person wants to report illegal activities at their workplace or has already done so, it is important to have advice on how to ensure employment law violations do not impact them simply for doing what they think is right.