Employer failed to protect employee against retaliation for reporting activities that were unlawful and harmed the public’s interest, and not compliant with organizations Standards of Conduct policies, laws and regulations governing business. Employee acted in good faith and had good reason to believe that the information reported to senior management was in violation of HIPPA laws mandates.

Employee noticed that increasingly management treated employee differently after employee spoke out about wrongdoing. Employee is ostracized, subjected to heighten scrutiny, downgraded from manager to lead role, and has been suggested to apply for lower grade and less attractive jobs.

A number of steps have been taken by employee to resolve workplace problems in a friendly and constructive way, without legal action. In retaliation, employer is unwilling to resolve problems or take positive steps to support employee at work. Employer is fully aware of employees’ concerns and to date has not put things right to make employee whole.