As attorneys for whistleblowers, part of our job requires us to evaluate whether an employer retaliated against our client for his/her/their investigation into fraudulent conduct. Of course, the employer almost always asserts pretextual reasons for such termination. As we look at the facts, we learn that our client investigated and/or spoke out against fraudulent practices and the retaliatory action followed. When we discover evidence that the employer did retaliate, we work with our clients to determine the best course of action based on the client’s individual needs. The choice typically is between filing a complaint under The False Claims Act or proceeding solely with the wrongful termination aspect. The choice of which path is best is very individual.
Some of our clients need to resolve the retaliatory discharge right away. Others have the wherewithal to endure the extended period it takes for the government to investigate the fraud. Again, we work with you to determine what makes the most sense in your circumstance. Please check out our blog for more detail on this issue.
Please contact us with any matters you wish to discuss.