Have you been fired because you notified the authorities of your employer’s illegal trade practices? Do you need a Michigan Whistleblower Protection Act lawyer?
ZuppkeLaw is your Royal Oak, Michigan, employment law firm. If you’ve been wrongfully terminated for blowing the whistle, contact our firm today. We have over 34 years of invaluable experience litigating various types of employment disputes. At ZuppkeLaw, our motto is simple, winning is the only option. We’ll get you every last penny that you deserve if you’ve been fired because you decided to take action.
When Winning Is The Only Option, There’s Only One Employment Law Firm. ZuppkeLaw.
- Reinstate your Insurance benefits
- Receive back pay
- Consultations before you blow the whistle
- At-will employment disputes
Our firm is conveniently located in Royal Oak, Michigan. We specialize in employment disputes. Whether you’re an employer being sued or an employee looking for vengeance, our firm is here for you. Call or fill out a case evaluation form on our website.
Common Questions About The Michigan Whistle Blower Protection Act:
As an employer, do I need to post Whistleblower Protection Act signs for my employees?
Yes, you need a sign informing your employees of their whistleblower rights.
15.368 Posting notices of protections and obligations required.
Sec. 8. An employer shall post notices and use other appropriate means to keep his or her employees informed of their protections and obligations under this act.
What is the Michigan Whistleblower Protection Act?
The Michigan Whistleblower Protection Act passed in 1980, and it prevents employees from losing their jobs as a result of reporting a violation of a law or regulation. Take a look at the Michigan Whistleblower Protection Act:
15.362 Discharging, threatening, or otherwise discriminating against employee reporting violation of law, regulation, or rule prohibited; exceptions.
Sec. 2. An employer shall not discharge, threaten, or otherwise discriminate against an employee regarding the employee’s compensation, terms, conditions, location, or privileges of employment because the employee, or a person acting on behalf of the employee, reports or is about to report, verbally or in writing, a violation or a suspected violation of a law or regulation or rule promulgated pursuant to law of this state, a political subdivision of this state, or the United States to a public body, unless the employee knows that the report is false, or because an employee is requested by a public body to participate in an investigation, hearing, or inquiry held by that public body, or a court action.