Whistleblowing Research Paper

Whistleblowing Research Paper-26
Jennifer Pacella of Baruch College confront the laws regarding whistleblowers in their paper, “Whistleblowers Need Not Apply,” which has been accepted for publication by the American Business Law Journal.Under Title VII of the Civil Rights Act of 1964, retaliation against someone who complains of discrimination is prohibited.Rice, an award-winning former EPA scientist who now works at the Maine Department of Health and Human Services, has studied low doses of deca and reported neurological effects in lab animals.

Jennifer Pacella of Baruch College confront the laws regarding whistleblowers in their paper, “Whistleblowers Need Not Apply,” which has been accepted for publication by the American Business Law Journal.Under Title VII of the Civil Rights Act of 1964, retaliation against someone who complains of discrimination is prohibited.Rice, an award-winning former EPA scientist who now works at the Maine Department of Health and Human Services, has studied low doses of deca and reported neurological effects in lab animals.

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Successful intervention policies must garble the information provided by monitors and cannot be fully responsive.

We show that even if hard evidence is unavailable and monitors have heterogeneous incentives to (mis)report, it is possible to establish robust bounds on equilibrium corruption using only non-verifiable reports.

“Our reform proposal is remarkably simple: take the language that’s in Title VII (and the decades of court interpretations that come with it) and add it to the whistleblower statutes.” By adding the phrase “and job applicants,” Eisenstadt argues that this would end the problem of courts’ varying and unclear interpretations and create stronger protections for a vulnerable group.

With clear statutory language detailing protections available to whistleblowers, courts can more fairly apply the law to the many types of whistleblowing cases that occur in both private and public settings.

The difficulty is that the agent can credibly threaten to retaliate against likely whistleblowers in the event of an intervention.

In this setting intervention policies that are very responsive to the monitor's message provide very informative signals to the agent, allowing him to shut down communication channels.This is maybe the only defense that the accused has.The accused may try to defend their position by accusing the whistleblower of making up the information and slandering the good name of the accused.“Whistleblowing involves speaking out against an organization that you see doing something illegal, corrupt, or harmful to the general public,” says Eisenstadt.“Whistleblowers are often the subject of retaliation—once you come forward, you are likely to face termination or some other adverse employment action.” Eisenstadt and co-author Dr.“This is a problem that requires legislative action and not something the courts can do on their own,” says Eisenstadt.With their hopes set to send their research to legislatures once published, the future of whistleblowers may become more positive—and maybe those 21 students who stayed quiet will eventually speak up.In contrast, the “swiss cheese” laws covering whistleblowing often provide little to no protection for the tipsters, who are likely to be ostracized and blacklisted from their company or even industry after the story breaks.After reviewing the Whistleblowers Protection Act, Dodd–Frank Act, Sarbanes–Oxley Act, and the False Claims Act, Eisenstadt and her co-author uncovered many of the loopholes that would inherently exclude whistleblowers from potential support.Although the laws prohibit retaliation to some extent, three out of four statutes do not protect whistleblowers from future employers’ prejudices.While whistleblowers may be lauded by the public as a righteous and ethical individual who brought down a corrupt company, new employers are likely to see them as disloyal troublemakers.

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