A Global Approach to Public Interest Disclosure: What Can We by David B. Lewis

By David B. Lewis

This well timed and significant ebook assesses the influence of laws on public curiosity disclosures across the world, in addition to environment an schedule for destiny learn on whistleblowing. Combining either theoretical and sensible tools, this specified publication bargains an in depth exam of a few of the main statutory provisions within the united kingdom and explores the way in which courts have interpreted them. The professional participants examine the united kingdom version with the several techniques taken in Australia, the united states in addition to the remainder of Europe, and concentrate on the teachings that may be realized from the present perform of whistleblowing. They review the contents and alertness of personal reporting/whistleblowing systems, and draw upon major empirical learn. This booklet might be of significant curiosity to teachers, postgraduate scholars, practitioners and policymakers within the fields of employment legislations, human source administration, enterprise ethics and company governance.

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Extra resources for A Global Approach to Public Interest Disclosure: What Can We Learn from Existing Whistleblowing Legislation and Research?

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26), and with regard to keeping the whistleblower’s identity confidential (ODCE, 2008, p. 25). Of these nine pieces of legislation, seven prescribe the relevant external authority (regulator, second tier) as the recipient for whistleblower concerns. In general, internal disclosure (first tier) prior to external whistleblowing is not required, except for the Employment Permits Act 2006 which prescribes an advance internal notification of one’s intended external whistleblowing. 6 Viewed from the perspective of our three-tiered model, this analysis shows that neither its normative content nor the stepped approach are followed.

151). C. s. 1514A). This is both more specific and more inclusive than other whistleblowing statutes. If the whistleblower suffers retaliation for reporting, s. 806(a) gives the employee the right to bring a civil suit. However, before that can happen, the employee must first file a complaint with the Secretary of Labor, who then refers it to the Occupational Safety and Health Administration to investigate the complaint. An administrative law judge of the Department of Labor hears the evidence resulting from the investigation and renders a decision.

2004, p. 899), for example, impose criminal penalties for retaliation – it was unique in federal whistleblower legislation. If convicted, the intentional retaliator is subject to a fine and/ or imprisonment of up to ten years. Section 1107 covers retaliation against whistleblowers who provide information about any federal offense to a law enforcement officer. There is great potential for broad application to whistleblowing about nonsecurities issues. Also, it applies to any company including nonprofits, US whistleblowing 39 and individuals, not just the organization.

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