Consumer Product Industry Whistleblower Retaliation Claim

The U. S. Department of Labor (DOL) at www.osha.gov provides information concerning it’s Whistleblower Protection Program.  According to a DOL Occupational Safety & Health Administration (OSHA) posting http://www.osha.gov/dep/oia/whistleblower/consumer-product-industry-employees.html , Section 219 of the Consumer Product Safety Improvement Act (CPSIA) established new retaliation protections for employees in the consumer product industry when enacted on August 14, 2008.  Under the CPSIA, a covered employer may not discharge or in any other manner retaliate against an employee because the employee provided, caused to be provided or is about to provide or cause to be provided to the employer, the federal government, or the attorney general of a state information the employee reasonably believes relates to any violation of, or any act or omission the employee reasonably believes to be a violation of the CPSA or any other Act enforced by the Consumer Product Safety Commission, or any order, rule, regulation, standard or ban under any such Acts.  Complaints must be filed within 180 days after the alleged unfavorable personnel action occurs (that is, when the employee becomes aware of the retaliatory action).  As stated in the information provided, unfavorable personnel actions may include firing, lay off, blacklisting, demotion, intimidation and disciplinary actions, among other things. 

Whether whistleblower retaliation against employees in the consumer product industry occurs in Dallas, Houston or elsewhere in Texas, whistleblower retaliation victims may contact OSHA’s Dallas Regional Office at 972-850-4145 and an attorney to determine if a retaliation lawsuit is ultimately appropriate under the particular facts and circumstances of the potential consumer product industry whistleblower claim.