Your search returned 134 results.

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December 8, 2008

Massachusetts Court of Appeals Finds Objections to "Mere Proposals" not Protected Activity for Whistleblower Statute

The Massachusetts Court of Appeals found that an employee's objection to a "mere proposal," rather

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October 10, 2008

Consumer Product Safety Improvement Act of 2008

On August 14, 2008, President Bush signed into law the Consumer Product Safety Improvement Act of 2008

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October 3, 2008

International Legal Trends for Encouraging Employee Whistleblowing

In a recent report, the International Chamber of Commerce's (ICC) Commission on Anti Corruption ("the

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June 2, 2008

U.S. Supreme Court Holds that Retaliation Is a Form of Discrimination

IntroductionThe United States Supreme Court recently issued opinions in Gomez-Perez v. Potter, No. 06-1321

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March 6, 2008

The California Supreme Court Narrowly Rules That Individuals Are Not Liable for Retaliation in Some Circumstances

In a 4-3 decision, the California Supreme Court in Jones v. The Lodge at Torry Pines Partnership, found

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August 15, 2007

N.J. Supreme Court Extends New Jersey Law Against Discrimination Independent Contractor Test to the Whistleblower Statute

In a potentially far-reaching decision, the New Jersey Supreme Court, in D'Annunzio v. Prudential

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April 3, 2007

N.J. Supreme Court Rules that a Retaliation Case Requires Underlying Complaint Be Made "Reasonably and in Good Faith"

In a case of first impression, the New Jersey Supreme Court in Carmona v. Resorts International Hotel,

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August 24, 2006

The Deficit Reduction Act of 2005: Requiring Health Care Employers to Educate Employees in Whistleblowing

On February 8, 2006, President Bush signed into law the Deficit Reduction Act of 2005 (DRA). Included

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June 23, 2006

Supreme Court Broadens Employee Protection Against Unlawful Retaliation

On June 22, 2006, the United States Supreme Court in Burlington Northern & Santa Fe Railway Co. v. White,

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February 9, 2006

The Expanding Harassment Umbrella: Retaliatory Harassment Continues to Gain Traction as a Viable Cause of Action

Employers who monitor their potential liability for workplace harassment should add retaliatory harassment

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