FAA Whistleblower Protection Program

Whistleblowers are an important part of our society. Today we will discuss a whistleblower protection program jointly operated by the Federal Aviation Administration (FAA) and the Occupational Safety and Health Administration (OSHA).

This whistleblower protection program protects employees of a U.S. air carrier, the carrier’s contractors, or its subcontractors against discrimination by their employer for reporting air safety information. An employer cannot discriminate against an employee who provided, caused to be provided, or is about to provide to his or her employer or the Federal Government information relating to any violation or alleged violation of any FAA rule or regulation or any Federal law related to air carrier safety. Also, an employer cannot discriminate against an employee who filed, caused to be file, or is about to file a proceeding that relates to a violation or alleged violation of any FAA rule or regulation or any Federal law related to air carrier safety.

If you are reading this post, you may have a few questions. What is air safety information? And what is discrimination? We will list a few examples of air carrier safety below for illustration purposes:

– Falsification of records

– Improper maintenance practices

– Use of suspected unapproved aircraft parts

– Inadequate compliance with training requirements

– Improper production of aircraft parts

– Instructions not to document aircraft maintenance discrepancies.

We also want to provide a few examples of ways that an employer can discriminate against you. This list is not exhaustive as there are many ways an employer can engage in discrimination. Examples of discrimination include:

– Harassment

– Intimidation

– Threats

– Cuts in pay

– Reprimands

– Demotions

– Work schedule changes

– Suspensions

– Discharge from employment

If you believe you have been discharged or otherwise discriminated against by any person in violation of the FAA/OSHA whistleblower protection program, you may file a complaint with the Secretary of Labor within 90 days after the date on which the alleged discrimination occurred. You do not have to know the exact regulation or law that was violated or to have evidence that a FAA regulation or Federal law was in fact violated. You only need to have a good faith belief that the activity you reported was contrary to a FAA regulation or order or to a Federal law related to air carrier safety.

When reporting a violation of the law or alleged violation, it is highly advised to consult an experienced attorney in that area of law. We specialize in representing whistleblowers and our attorneys have successfully represented many significant verdicts in whistleblower and qui tam cases. Contact the Los Angeles whistleblower attorneys at Stephen Danz & Associates today for a free consultation regarding your legal rights.