Gainesville Whistleblower Claim Attorneys

We all have a shared interest in ensuring that businesses follow the law. Whistleblower laws are designed to protect individuals from retaliation when they report wrongful conduct by their employer. These laws are essential in protecting those who witness illegal acts and take action to report them.

If you have experienced termination, harassment, or any form of retaliation for reporting illegal employer conduct, know that you have rights. At Massey & Duffy, PLLC, we are here to support you.

Employees Who Refuse to Break the Law

One common whistleblower scenario involves employees who report illegal activity by their employer to the government. This could include violations such as tax evasion, intellectual property infringement, criminal activities, or regulatory breaches.

While laws vary from state to state, you may have grounds for financial recovery through a civil lawsuit if you've been terminated or harassed for reporting unlawful conduct. In Qui Tam cases, where federal laws are violated, whistleblowers can also seek justice and compensation.

Reports of Workplace Discrimination and Harassment

Whistleblower claims can also arise when an employee is fired or discriminated against for reporting race discrimination, sexual harassment, or other prohibited employment practices. These reports can be made internally to a superior, or externally to the EEOC or another relevant party.

How an Attorney Can Help Protect Your Job

At Massey & Duffy, PLLC, we understand how challenging it can be to deal with negative feedback or disciplinary actions at work. While we encourage employees to try to resolve disputes through conversation, sometimes further legal action is required. We can assist in several ways, including:

  • Challenging inaccurate performance reviews

  • Investigating your history with the company

  • Reviewing the basis for disciplinary actions

  • Responding to disciplinary notices

In some cases, we help clients draft letters to their employers outlining the employee’s perspective, which often resolves the issue. In more severe cases, we may escalate the situation by filing with the EEOC or another appropriate agency if the employee is threatened with termination. We ensure that employers understand they may face liability for retaliation if they fire an employee for exercising their rights.