Emloyment Law Group - Law Firms - Whistleblower Lawyers
Live Chat Contact Us 24/7 Email US
Contact Us: Live Chat, Call, Email Chat email

Use of this form does not establish an attorney-client relationship. As a next
step, you will hear from a client specialist.

Our Clients in Their
Own Words
Play Video: Whistleblower Attorney Testimonials | Wendell Carter
Previous Video
Next Video

Toll Free: 1-888-826-5260
Fax: 202-261-2835

[email protected]

1717 K St. NW
Ste 1110
Washington, DC 20006-5345

The Employment Law Group,PC. BBB Business Review

Whistleblower Law Blog

TELG Principal Quoted in Law360 Regarding New Sarbanes-Oxley Whistleblower Regulations

The Employment Law Group® law firm principal attorney Nick Woodfield was quoted in a Law360 article regarding the Occupational Health and Safety Administration’s (OSHA) recently published interim final rules.  These rules implement the changes made to the whistleblower provisions of the Sarbanes-Oxley Act (SOX) as mandated in last year’s Dodd-Frank Wall Street Reform and Consumer Protection Act.

Among the changes in the interim final rules is a provision allowing SOX whistleblower complaints to be submitted in either oral or the traditional written format, though corporate attorneys have called the new regulation permitting oral complaints unfair, attorneys who represent employees see the new approach as consistent with Supreme Court precedent.  Law360 reports:

Attorney Nick Woodfield of The Employment Law Group®, a firm that represents employees, said the rule was simply following the reasoning of the U.S. Supreme Court’s March ruling in Kasten v. Saint-Gobain Performance Plastics Corp., which held that the Fair Labor Standards Act shielded workers from retaliation for verbal as well as written complaints.

Arguing that the regulations should interpret the term “complaint” in a manner that’s inconsistent with the Supreme Court doesn’t make sense, and gripes about allowing SOX claimants to bring oral complaints “would have been a lot better taken before the Kasten decision,” Woodfield said.

“While it’s lowering the bar to get into the administrative hearing process, it’s really just making it consistent with other threshold civil rights complaint pleading standards,” he said.

Tagged: ,

decorative line
facebook logo twitter logo linkedin logo
Home  |  What We Do  |  Our Team  |  Our Clients  |  In The News  |  Resources  |  Contact Us

Our Location: Washington, D.C.

© 2021 The Employment Law Group, P.C. - All rights reserved.
Disclaimer | Terms of Use | Privacy Policy