Gregory (Greg) Keating and Christopher Shur, attorneys in the Employment, Labor & Workforce Management practice, in the firm’s Boston office, were quoted in SHRM, in “New York Significantly Expands Its Whistleblower Law,” by Allen Smith.
Following is an excerpt:
- Discriminating against someone for exercising their rights under the law.
- Taking actions or threatening to take actions affecting current or future employment.
- Contacting U.S. immigration authorities.
- Threatening to report the suspected immigration or citizenship status of a whistleblower or a whistleblower’s family or household member.
- There is imminent and serious danger to the public health or safety.
- The whistleblower reasonably believes that reporting to the supervisor or employer would result in destruction of evidence or other concealment of the activity, policy or practice.
- Such activity, policy or practice could reasonably be expected to lead to endangering the welfare of a minor.
- The employee reasonably believes that reporting to the supervisor would result in physical harm to the employee or any other person.
- The employee reasonably believes that the supervisor or employer is already aware of the activity, policy or practice and won’t correct it.
Related reading: “Whistleblower Protections for Employees Expand in New York,” by Greg Keating, Nancy Gunzenhauser Popper, Ann Knuckles Mahoney, and Christopher Shur.