DOL drops the ax on companies that punish whistleblowers
Most companies strive to create cultures that are centered around mutual respect, work ethic and responsibility. Generally speaking, this means employees trust their supervisors not to give them a heavier workload that is difficult to manage, unless higher-ups chip in to get the tasks done on time. In return, employers might expect that staff members don't complain when they congregate around the water cooler or harbor ill feelings that trickle through in work quality (or lack thereof).
That being said, there are measures in place that disrupt this balance. For better or worse, the Fair Labor Standards Act (FLSA) was implemented to ensure workers receive all the wages they are owed for their time and attendance. If those rights are violated, employees have the right to address those grievances in an attempt to recover compensation they're owed without fear of punishment.
Whistleblower protections are an important part of the FLSA, and employers must be certain they are not violating these provisions. If the DOL's Wage and Hour Division discovers an employer has terminated employees, denied their rights to a raise or otherwise punished them for shedding light on violations, that company can be penalized.
"Employees have a voice in the workplace and must be able to exercise their rights and cooperate in federal investigations without fear of retribution," said Cynthia Watson, Southwest regional administrator for the Wage and Hour Division. "We are here to protect them, and that we will use all available enforcement tools, including litigation, to stop employers from engaging in retaliatory conduct."
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