Private-sector employees are protected from retaliation for refusing to engage in illegal behavior for their employer’s benefit.
Employers that want to terminate employees who have complained about pressure to engage in criminal activity must make sure the termination process is flawless.
It’s especially important to be able to articulate in very concrete terms an underlying, legitimate reason for the firing—one that can’t be mistaken as a pretext for getting rid of a troublemaker.
Anything less will almost certainly result in a messy retaliation lawsuit.
Recent case: Carolyn Gleason worked for Roche Laboratories as a pharmaceutical representative, marketing various drugs to physicians working at medical centers. Because the federal government tightly regulates pharmaceutical sales, Roche employees receive extensive training on how to sell within parameters set by the Food and Drug Administration (FDA).
One of the highly reg...(register to read more)