Access Exclusive, Trusted HR News & Resources >>> New Professional Members Save $20 Today
We asked HR professionals to tell us about their time in HR. Here are their stories.
Is your employee handbook keeping up with the changing world of work? With SHRM's Employee Handbook Builder get peace of mind that your handbook is up-to-date.
Set yourself up for success with virtual SHRM-CP/SHRM-SCP Certification Prep Seminars.
#SHRM18 will expand your perspective – on your organization, on your career, and on the way you approach HR. Join us in Chicago June 17-20, 2018
While employers have been focused on making sure that their health care plans meet the requirements of the Patient Protection and Affordable Care Act (PPACA), new interim whistle-blower provisions under that law recently went into effect.
The Occupational Safety and Health Administration (OSHA) issued an
interim final rule and request for comments on Feb. 22, 2013, that establishes the procedures the agency will use to handle whistle-blowers’ retaliation complaints under the health care law.
The interim rule went into effect upon publication.
OSHA enforces the whistle-blower provisions in 22 statutes, including PPACA’s Section 1558. This provision expressly prohibits an employer from retaliating against an employee for, among other things, receiving a federal tax credit or subsidy to purchase insurance through a future health insurance exchange; reporting a potential violation of the law’s consumer-protection provisions, such as the prohibition on denying health coverage to individuals with pre-existing conditions and imposing lifetime limits on coverage; and assisting or participating in a whistle-blower proceeding.
“The relationship between the employee’s receipt of a credit and the potential tax penalty imposed on an employer could create an incentive for an employer to retaliate against an employee,” OSHA explained in the announcement.
Effective Jan. 1, 2014, the scope of the law’s coverage will be expanded to include not only employers but also health insurance issuers, regardless of whether the issuer actually employs the person alleging retaliation.
For example, employees will be protected from acts such as issuers limiting or canceling their health insurance coverage.
Consistent with the interpretation of the term “employee” in the other whistle-blower statutes that OSHA oversees, the definition of the term “employee” here also includes former employees and applicants for employment.
Burden of Proof Favors Employees
The rule details that the employee must demonstrate, by a preponderance of the evidence, direct or circumstantial, that the protected activity was a motivating factor—not
the motivating factor—in the alleged retaliatory action. The employer then has the burden of showing, by clear and convincing evidence (a higher standard than a preponderance of the evidence), that the business would have taken the same action in the absence of the protected activity. Thus, under this rule, employers will find it more difficult to defend themselves against PPACA retaliation claims than against the typical employment discrimination case.
OSHA has released a
fact sheet that outlines how to file a whistle-blower complaint under PPACA. This document explains who is covered by the whistle-blower statute, what activities are protected, what is considered an unfavorable employment action, and the deadlines and procedures for filing a complaint. It also provides additional agency contact information.
OSHA is accepting comments on the interim final rule for 60 days, through April 28, 2013.
Roy Maurer is an online editor/manager for SHRM.
Follow him on Twitter @SHRMRoy.
Whistle-Blower Rule Changes Follow Record Cases in 2012,
SHRM Online Safety & Security, February 2013
Safety & Security page
You have successfully saved this page as a bookmark.
Please confirm that you want to proceed with deleting bookmark.
You have successfully removed bookmark.
Please log in as a SHRM member before saving bookmarks.
Your session has expired. Please log in again before saving bookmarks.
Please purchase a SHRM membership before saving bookmarks.
An error has occurred
Recommended for you
CA Resources at Your Fingertips
SHRM’s HR Vendor Directory contains over 3,200 companies