Legare Attwood & Wolfe


Experienced Federal Whistleblower Attorneys in Georgia

Federal Whistleblower Attorneys in Georgia | Top Whistleblower Law Firm

Federal and Georgia law provides strong protections for employees who blow the whistle on wrongdoing by private and public sector employers. There are many examples.

If you work for a City, County, or State agency in Georgia and you report a violation of or noncompliance with a law, rule, or regulation to either a supervisor or a government agency or object to, or refuse to participate in, any activity, policy, or practice of the public employer you have reasonable cause to believe is in violation of or noncompliance with a law, rule, or regulation, you may be protected against retaliation by the Georgia Whistleblower Act. Or, if you are a government employee and you speak out about an issue of concern to the public, you may be protected against retaliation by the First Amendment’s freedom of speech provision.

Private sector employees may also have whistleblower rights. ​

For example, if you work for a publicly-traded company and you report activities that might defraud shareholders, you may be protected against retaliation by the Sarbanes-Oxley Act. There are also protections against retaliation for private-sector employees who report that their company defrauded the federal government, such as by making false promises in contract bids, or by overbilling Medicare.

Each whistleblower situation, and each whistleblower law, is different. But, depending on the situation, you may be able to recover damages if a private or public sector employer retaliates against you for blowing the whistle on its wrongdoing.

If you think you may need whistleblower protection, our whistleblower attorneys at Legare, Attwood & Wolfe, LLC may be able to help. Call us at (470) 579-3936.

Every federal statute that prohibits discrimination in the workplace has an anti-retaliation provision.

As such, it is unlawful for an employee to be retaliated against for opposing perceived discrimination or participating in an EEOC investigation regarding such discrimination. In other words, if you believe you were discriminated against and you complained to your supervisor about such discrimination and then the employer took an adverse employment action against you because of that report, that retaliatory act is unlawful. The same is true for co-workers who report discrimination or otherwise provide information regarding discrimination on behalf of a fellow employee. If you successfully demonstrate that your employer unlawfully retaliated against you, you are entitled to lost wages, compensatory and punitive damages (that may be capped depending on the number of employees), and attorneys’ fees.
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