Finally get that promotion? Get exclusive content, tips and tools to help you excel.
Implicit bias occurs when individuals make judgments about people based on gender, race or other prohibited factors without even realizing they’re doing it.
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.
Build competencies, establish credibility and advance your career—while earning PDCs—at SHRM Seminars in 12 cities across the U.S. this spring.
#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
Bill would prohibit waiver of whistle-blowers’ protections
Members may download one copy of our sample forms and templates for your personal use within your organization. Please note that all such forms and policies should be reviewed by your legal counsel for compliance with applicable law, and should be modified to suit your organization’s culture, industry, and practices. Neither members nor non-members may reproduce such samples in any other way (e.g., to republish in a book or use for a commercial purpose) without SHRM’s permission. To request permission for specific items, click on the “reuse permissions” button on the page where you find the item.
Employer “gag tactics” aimed at silencing whistle-blowers at financial institutions are becoming more common, according to Shanna Devine, legislative director of the Government Accountability Project in Washington, D.C., which supports a bill to prohibit the waiver of whistle-blower rights. The Government Accountability Project is a whistle-blower protection and advocacy organization in the United States.
“If we strengthen and empower whistle-blowers in the financial industry, we can do a better job of holding Wall Street accountable,” stated Sen. Tammy Baldwin, D-Wis., sponsor of the bill, when it was introduced on Feb. 25.
However, the bill would afford an “extraordinary” broadening of whistle-blowing protections, according to Phil Berkowitz, an attorney with Littler in New York City.
Berkowitz said that the proposed legislation would prohibit employers from:
The bill goes beyond banning so-called gag provisions.
For the first time, employees of all banks, regardless of whether they are publicly traded, would be able to sue for damages as a result of being retaliated against as whistle-blowers and get double back pay and interest plus attorney fees, Berkowitz said. Currently, only employees of Federal Deposit Insurance Corp.-insured and publicly traded banks can sue as whistle-blowers, he noted.
The bill would pay whistle-blowers up to 30 percent of any financial settlement, Greg Keating, an attorney with Choate, Hall & Stewart in Boston, said. That is similar to a bounty already available to those covered by the Wall Street Reform and Consumer Protection Act (the Dodd-Frank Act). The Dodd-Frank Act created a bounty program within the SEC to encourage people to report securities violations.
“It also expands how much time whistle-blowers have to file their information from 60 to 90 days,” Keating added.
“This bill should send a strong message to employers that now is the time to take action and ensure that they are fully committed to a culture of compliance and transparency,” he said.
In fact, the bill would require the education and training of employees on their rights and remedies under the law, Berkowitz remarked.
Devine told SHRM Online that the bill also would:
Devine said the bill “sends the message to employers that Congress is keeping pace with increasing tactics to silence whistle-blowers.”
However, Berkowitz said it would be “amazing if the bill gets passed. I don’t know if Congress passes anything these days.” The bill would need bipartisan support to clear the Republican-controlled House and Senate, and as of yet does not have any Republican co-sponsors.
Allen Smith, J.D., is the manager of workplace law content for SHRM. Follow him @SHRMlegaleditor.
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.
Please sign in as a SHRM member 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