Pharmaceutical giant Pfizer has lost its bid to overturn a jury award of $2.3 million dollars to a former employee. The scientist says Pfizer fired her for speaking up about worker safety.
In what’s being called a “significant win for whistleblowers,” a federal court has ordered Lear Corp. to stop retaliating against an employee for going to the media about workers’ chemical exposure.
In this whistleblower case, a federal jury has awarded a former employee $1.66 million after being fired. The employee says he was fired for taking proper safety measures. The company says he was fired for insubordination and lying.
Companies have to enforce their safety rules, and that includes disciplining workers. But OSHA says you can’t retaliate against an employee for reporting an injury – one that might have occurred because the worker violated a safety rule. With OSHA’s growing emphasis on whistleblowers, how do you balance this?
A driver raises safety questions about the truck his employer assigns him to drive. The company fires him when he refuses to drive the truck because it was leaking coolant. Does the driver get whistleblower protection?
When a company says its safety goal is zero injuries, do employees understand that’s different than zero risk reports?
Turns out OSHA made some additional changes to procedures surrounding injury reports.
OSHA has ordered an Arizona trucking company to reinstate an employee and pay him $315,000 in back wages and damages. The employee said his co-driver shouldn’t smoke while hauling explosives — a violation of federal regulations.
An employee complains about unsafe equipment on the job. He’s fired the same day. Was this retaliation for complaining, or did his behavior justify his firing?
It’s been estimated that for every lost time injury of more than three days, there are dozens of prior non-injury incidents. So why don’t workers report more near-misses so there are fewer serious injuries?
Backed by more solid majorities in the House and Senate, Democrats have reintroduced the Protecting America’s Workers Act which aims to expand OSHA’s reach and increase the penalties it can issue for safety and health violations.
A federal judge has ordered a commercial laundry to pay up in a case involving an employee who claims to have been fired for filing a complaint with OSHA about unsafe conditions.
Retaliating against an injured worker can cost big bucks. In this case, a judge upheld OSHA’s findings against a company but lowered the penalty.
An employee claimed he faced retaliation because he told a co-worker how to contact OSHA with a safety complaint. Now a judge has ordered his employer to pay $229,228 in damages.
Some statistics just released by OSHA provide a window into what happens when an employee makes a whistleblower complaint.
Some tough talk about enforcement from OSHA’s interim administrator, Jordan Barab.
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