1. Whistleblower
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For other uses, see Whistleblower (disambiguation).
For whistleblower protection in the United States, see Whistleblower protection in the United
States.
A whistleblower (whistle-blower or whistle blower)[1]
is a person who exposes misconduct,
alleged dishonest or illegal activity occurring in an organization. The alleged misconduct may be
classified in many ways; for example, a violation of a law, rule, regulation and/or a direct threat
to public interest, such as fraud, health and safety violations, and corruption. Whistleblowers
may make their allegations internally (for example, to other people within the accused
organization) or externally (to regulators, law enforcement agencies, to the media or to groups
concerned with the issues).
Whistleblowers frequently face reprisal, sometimes at the hands of the organization or group
which they have accused, sometimes from related organizations, and sometimes under law.
Questions about the legitimacy of whistleblowing, the moral responsibility of whistleblowing,
and the appraisal of the institutions of whistleblowing are part of the field of political ethics.
Contents
 1 Overview
o 1.1 Origin of term
o 1.2 Internal
o 1.3 External
o 1.4 Third party
 2 Common reactions
o 2.1 Psychological impact
o 2.2 Psychiatric reprisals
 3 Legal protection
o 3.1 Australia
o 3.2 Canada
o 3.3 Jamaica
o 3.4 India
o 3.5 Ireland
o 3.6 Netherlands
o 3.7 Switzerland
o 3.8 United Kingdom
o 3.9 United States
o 3.10 Other countries
 4 Advocacy for whistleblower rights and protections
 5 See also
 6 Notes and references

2.  7 Bibliography
 8 External links
Overview[edit]
Origin of term[edit]
The term whistle-blower comes from the whistle a referee uses to indicate an illegal or foul
play.[2][3]
US civic activist Ralph Nader coined the phrase in the early 1970s to avoid the negative
connotations found in other words such as "informers" and "snitches".[4]
Internal[edit]
Most whistleblowers are internal whistleblowers, who report misconduct on a fellow employee
or superior within their company. One of the most interesting questions with respect to internal
whistleblowers is why and under what circumstances people will either act on the spot to stop
illegal and otherwise unacceptable behavior or report it.[5]
There are some reason to believe that
people are more likely to take action with respect to unacceptable behavior, within an
organization, if there are complaint systems that offer not just options dictated by the planning
and control organization, but a choice of options for absolute confidentiality.[6]
External[edit]
External whistleblowers, however, report misconduct to outside persons or entities. In these
cases, depending on the information's severity and nature, whistleblowers may report the
misconduct to lawyers, the media, law enforcement or watchdog agencies, or other local, state,
or federal agencies. In some cases, external whistleblowing is encouraged by offering monetary
reward.
Third party[edit]
The third party service involves utilising an external agency to inform the individuals at the top
of the organisational pyramid of misconduct, without disclosing the identity of the
whistleblower. This is a relatively new phenomenon and has been developed due to
whistleblower discrimination. International Whistleblowers is an example of an organisation
involved in delivering a third party service for whistleblowers.
Common reactions[edit]
Whistleblowers are sometimes seen as selfless martyrs for public interest and organizational
accountability; others view them as "traitors" or "defectors." Some even accuse them of solely
pursuing personal glory and fame, or view their behavior as motivated by greed in qui tam cases.
Some academics (such as Thomas Alured Faunce) feel that whistleblowers should at least be
entitled to a rebuttable presumption that they are attempting to apply ethical principles in the face

3. of obstacles and that whistleblowing would be more respected in governance systems if it had a
firmer academic basis in virtue ethics.[7][8]
It is probable that many people do not even consider blowing the whistle, not only because of
fear of retaliation, but also because of fear of losing their relationships at work and outside
work.[9]
Persecution of whistleblowers has become a serious issue in many parts of the world:
Employees in academia, business or government might become aware of serious risks to health
and the environment, but internal policies might pose threats of retaliation to those who report
these early warnings. Private company employees in particular might be at risk of being fired,
demoted, denied raises and so on for bringing environmental risks to the attention of appropriate
authorities. Government employees could be at a similar risk for bringing threats to health or the
environment to public attention, although perhaps this is less likely.[10]
There are examples of "early warning scientists" being harassed for bringing inconvenient truths
about impending harm to the notice of the public and authorities. There have also been cases of
young scientists being discouraged from entering controversial scientific fields for fear of
harassment.[10]
Although whistleblowers are often protected under law from employer retaliation, there have
been many cases where punishment for whistleblowing has occurred, such as termination,
suspension, demotion, wage garnishment, and/or harsh mistreatment by other employees. For
example, in the United States, most whistleblower protection laws provide for limited "make
whole" remedies or damages for employment losses if whistleblower retaliation is proven.
However, many whistleblowers report there exists a widespread "shoot the messenger" mentality
by corporations or government agencies accused of misconduct and in some cases
whistleblowers have been subjected to criminal prosecution in reprisal for reporting wrongdoing.
As a reaction to this many private organizations have formed whistleblower legal defense funds
or support groups to assist whistleblowers; three such examples are the National Whistleblowers
Center[11]
in the United States, Whistleblowers UK [12]
and Public Concern at Work (PCaW)[13]
in
the United Kingdom. Depending on the circumstances, it is not uncommon for whistleblowers to
be ostracized by their co-workers, discriminated against by future potential employers, or even
fired from their organization. This campaign directed at whistleblowers with the goal of
eliminating them from the organization is referred to as mobbing. It is an extreme form of
workplace bullying wherein the group is set against the targeted individual.[14]
Psychological impact[edit]
There is limited research about the psychological impact of whistle blowing. However, poor
experiences of whistleblowing can cause a prolonged and prominent assault upon staff
wellbeing. As workers attempt to address concerns, they are often met with a wall of silence and
hostility by management.[15]
Some whistleblowers speak of overwhelming and persistent distress,
drug and alcohol problems, paranoid behaviour at work, acute anxiety, nightmares, flashbacks

4. and intrusive thoughts.[16]
Depression is often reported by whistleblowers, and suicidal thoughts
may occur in up to about 10%.[17][18]
General deterioration in health and self care has been
described.[19]
The range of symptomatology shares many of the features of posttraumatic stress
disorder, although there is debate about whether the trauma experienced by whistleblowers meets
diagnostic thresholds.[20]
Increased stress related physical illness has also been described in
whistleblowers.[18][21]
The stresses involved in whistleblowing can be huge, as the culture remains largely one of
“shooting the messenger”. As such, workers remain afraid to blow the whistle, fear that they will
not be believed and have lost faith in believing that anything will happen if they do speak out.[22]
This fear may indeed be justified, because an individual who feels threatened by whistleblowing,
may plan the career destruction of the ‘complainant’ by reporting fictitious errors or rumours.[23]
This technique, labelled as ‘gaslighting’ is a common, unconventional approach used by
organisations to manage employees who cause difficulty by raising concerns.[24]
In extreme cases,
this technique involves the organisation or manager proposing that the complainant’s mental
health is unstable.[25]
Organisations also often attempt to ostracise, isolate whistleblowers, and undermine their
concerns by suggesting that these are groundless, carrying out inadequate investigations or by
ignoring them altogether. Whistleblowers may also be disciplined, suspended and reported to
professional bodies upon manufactured pretexts.[26][27]
Where whistleblowers persist in raising
their concerns, they increasingly risk detriments such as dismissal.[28]
Following dismissal,
whistleblowers may struggle to find further employment due to damaged reputations, poor
references and blacklisting. The social impact of whistleblowing through loss of livelihood (and
sometimes pension), and family strain may also impact on whistleblowers’ psychological
wellbeing. Whistleblowers may also experience immense stress as a result of litigation regarding
detriments such as unfair dismissal, which they often face with imperfect support or no support
at all from unions. Whistleblowers who continue to pursue their concerns may also face long
battles with official bodies such as regulators and government departments.[26][27]
Such bodies may
reproduce the “institutional silence” by employers, adding to whistleblowers’ stress and
difficulties.[29]
In all, some whistleblowers suffer great injustice, that may never be acknowledged
or rectified.[25]
Such extreme experiences of threat and loss inevitably cause severe distress and sometimes
mental illness. Some whistleblowers may experience distress and mental ill health for years
afterwards. This mistreatment also deters others from coming forward with concerns. Thus, poor
practices remain hidden behind a wall of silence, and prevent any organisation from experiencing
the improvements that may be afforded by intelligent failure.[16][29]
Psychiatric reprisals[edit]
See also: Political abuse of psychiatry
Whistle-blowers who part ranks with their organizations have had their mental stability
questioned, such as Adrian Schoolcraft, the NYPD veteran who alleged falsified crime statistics
in his department and was forcibly committed to a mental institution.[30]

5. Legal protection[edit]
Legal protection for whistleblowing varies from country to country and may depend on any of
the country of the original activity, where and how secrets were revealed, and how they
eventually became published or publicized. Over a dozen countries have now adopted
comprehensive whistleblower protection laws which create mechanisms for reporting,
investigate reports, and provide legal protections to the people who informed them. Over 50
countries have adopted more limited protections as part of their anti-corruption, freedom of
information, or employment laws.[31]
For purposes of the English Wikipedia, this section
emphasizes the English-speaking world and covers other regimes only insofar as they represent
exceptionally greater or lesser protections.
Australia[edit]
There are laws in a number of states.[32]
The former NSW Police Commissioner Tony Lauer
summed up official government and police attitudes as: "Nobody in Australia much likes
whistleblowers, particularly in an organisation like the police or the government." Mr Lauer's
comments are clearly at odds with public support for WikiLeaks.
Whistleblowers Australia is an association for those who have exposed corruption or any form of
malpractice, especially if they were then hindered or abused.[33]
Canada[edit]
The Office of the Public Sector Integrity Commissioner of Canada (PSIC) provides a safe and
confidential mechanism enabling public servants and the general public to disclose wrongdoings
committed in the public sector. It also protects from reprisal public servants who have disclosed
wrongdoing and those who have cooperated in investigations. The Office’s goal is to enhance
public confidence in Canada’s federal public institutions and in the integrity of public servants.[34]
Mandated by the Public Servants Disclosure Protection Act (The Act), PSIC is a permanent and
independent Agent of Parliament. The Act, which came into force on April 15, 2007, applies to
most of the federal public sector, approximately 400,000 public servants.[35]
This includes
government departments and agencies, parent Crown corporations, the Royal Canadian Mounted
Police and other federal public sector bodies.
Not all disclosures lead to an investigation as the Act sets out the jurisdiction of the
Commissioner and gives the option not to investigate under certain circumstances. On the other
hand, if PSIC conducts an investigation and finds no wrongdoing was committed, the
Commissioner must report his findings to the discloser and to the organization’s chief executive.
Also, reports of founded wrongdoing are presented before the House of Commons and the
Senate in accordance with The Act. As of June 2014, a total of 9 reports have been tabled in
Parliament.[36]
The Act also established the Public Servants Disclosure Protection Tribunal (PSDPT) to protect
public servants by hearing reprisal complaints referred by the Public Sector Integrity

6. Commissioner. The Tribunal can grant remedies in favour of complainants and order disciplinary
action against persons who take reprisals.
PSIC’s current Commissioner is Mr. Mario Dion. Previously, he has served in various senior
roles in the public service, including as Associate Deputy Minister of Justice, Executive Director
and Deputy Head of the Office of Indian Residential Schools Resolution of Canada, and as Chair
of the National Parole Board.
Jamaica[edit]
In Jamaica, the Protected Disclosures Act, 2011[37]
received assent in March 2011. It creates a
comprehensive system for the protection of whistleblowers in the public and private sector. It is
based on the UK's Public Interest Disclosure Act.
India[edit]
Main article: Whistleblower protection in India
The Government of India has been considering adopting a whistleblower protection law for
several years. In 2003, the Law Commission of India recommended the adoption of the Public
Interest Disclosure (Protection of Informers) Act, 2002.[38]
In August 2010, the Public Interest
Disclosure and Protection of Persons Making the Disclosures Bill, 2010 was introduced into the
Lok Sabha, lower house of the Parliament of India.[39]
The Bill was approved by the cabinet in
June, 2011. The Public Interest Disclosure and Protection of Persons Making the Disclosures
Bill, 2010 was renamed as The Whistleblowers' Protection Bill, 2011 by the Standing Committee
on Personnel, Public Grievances, Law and Justice.[40]
The Whistleblowers' Protection Bill, 2011
was passed by the Lok Sabha on 28 December 2011.[41]
and by the Rajyasabha on 21 February
2014. The Whistle Blowers Protection Act, 2011 has received the Presidential assent on May 9,
2014 and the same has been subsequently published in the official gazette of the Government of
India on May 9, 2014 by the Ministry of Law and Justice, Government of India.
Ireland[edit]
The government of Ireland committed to adopting a comprehensive whistleblower protection law
in January 2012. The bill will reportedly cover both the public and private sectors.[42]
Netherlands[edit]
The Netherlands has measures in place to mitigate the risks of whistleblowing: the whistleblower
advice centre (Adviespunt Klokkenluiders) offers advice to whistleblowers, and the Parliament
recently passed a proposal to establish a so-called house for whistleblowers, to protect them from
the severe negative consequences that they might endure (Kamerstuk, 2013). Dutch media
organisations also provide whistleblower support; on 9 September 2013 [43]
a number of major
Dutch media outlets supported the launch of Publeaks, which provides a secure website for
people to leak documents to the media. Publeaks is designed to protect whistleblowers. It

7. operates on the GlobaLeaks software developed by the Hermes Center for Transparency and
Digital Human Rights, which supports whistleblower-oriented technologies internationally.[44]
Switzerland[edit]
The Swiss Council of States agreed on a draft amendment of the Swiss Code of Obligations in
September 2014. The draft introduces articles 321abis
to 321asepties
, 328(3), 336(2)(d).[45]
An
amendment of article 362(1) adds articles 321abis
to 321asepties
to the list of provisions that may not
be overruled by labour and bargaining agreements.
Article 321ater
introduces an obligation on employees to report irregularities to their employer
before reporting to an authority. An employee will, however, not breach his duty of good faith if
he reports an irregularity to an authority and
 a period set by the employer and no longer than 60 days has lapsed since the employee
has reported the incident to his employer, and
 the employer has not addressed the irregularity or it is obvious that the employer has
insufficiently addressed the irregularity.
Article 321aquater
provides that an employee may exceptionally directly report to an authority.
Exceptions apply in cases
 where the employee is in a position to objectively demonstrate that a report to his
employer will prove ineffective,
 where the employee has to anticipate dismissal,
 where the employee must assume that the competent authority will be hindered in
investigating the irregularity, or
 where there is a direct and serious hazard to life, to health, to safety, or to the
environment.
The draft does not improve on protection against dismissal for employees who report
irregularities to their employer.[46]
The amendment does not provide for employees anonymously
filing their observations of irregularities.
United Kingdom[edit]
Whistleblowing in the United Kingdom is subject to the Public Interest Disclosure Act (PIDA)
1998.
The Freedom to Speak Up Review set out 20 principles to bring about improvements to help
whistleblowers in the NHS, including:[47]
 Culture of raising concerns - to make raising issues a part of normal routine business of
any well-led NHS organisation.
 Culture free from bullying - freedom of staff to speak out relies on staff being able to
work in a culture which is free from bullying.

8.  Training - every member of staff should receive training in their trust's approach to
raising concerns and in receiving and acting on them.
 Support - all NHS trusts should ensure there is a dedicated person to whom concerns can
be easily reported and without formality, a "speak up guardian" .
 Support to find alternative employment in the NHS - where a worker who has raised a
concern cannot, as a result, continue their role, the NHS should help them seek an
alternative job.
United States[edit]
Main article: Whistleblower protection in the United States
Under most federal whistleblower statutes, in order to be considered a whistleblower in the
United States, the federal employee must have reason to believe his or her employer has violated
some law, rule or regulation; testify or commence a legal proceeding on the legally protected
matter; or refuse to violate the law.
In cases where whistleblowing on a specified topic is protected by statute, U.S. courts have
generally held that such whistleblowers are protected from retaliation.[48]
However, a closely
divided U.S. Supreme Court decision, Garcetti v. Ceballos (2006) held that the First Amendment
free speech guarantees for government employees do not protect disclosures made within the
scope of the employees' duties.
Whistleblowing in the U.S. is affected by a complex patchwork of contradictory laws.
In the United States, legal protections vary according to the subject matter of the whistleblowing,
and sometimes the state in which the case arises.[49]
In passing the 2002 Sarbanes–Oxley Act, the
Senate Judiciary Committee found that whistleblower protections were dependent on the
"patchwork and vagaries" of varying state statutes.[50]
Still, a wide variety of federal and state
laws protect employees who call attention to violations, help with enforcement proceedings, or
refuse to obey unlawful directions.
The first US law adopted specifically to protect whistleblowers was the 1863 United States False
Claims Act (revised in 1986), which tried to combat fraud by suppliers of the United States
government during the American Civil War. The Act encourages whistleblowers by promising
them a percentage of the money recovered by the government and by protecting them from
employment retaliation.[51]
Another US law that specifically protects whistleblowers is the Lloyd–La Follette Act of 1912. It
guaranteed the right of federal employees to furnish information to the United States Congress.
The first US environmental law to include an employee protection was the Clean Water Act of
1972. Similar protections were included in subsequent federal environmental laws, including the
Safe Drinking Water Act (1974), Resource Conservation and Recovery Act (1976), Toxic
Substances Control Act of 1976, Energy Reorganization Act of 1974 (through 1978 amendment
to protect nuclear whistleblowers), Comprehensive Environmental Response, Compensation, and
Liability Act (CERCLA, or the Superfund Law) (1980), and the Clean Air Act (1990). Similar

9. employee protections enforced through OSHA are included in the Surface Transportation
Assistance Act (1982) to protect truck drivers, the Pipeline Safety Improvement Act (PSIA) of
2002, the Wendell H. Ford Aviation Investment and Reform Act for the 21st Century ("AIR
21"), and the Sarbanes–Oxley Act, enacted on July 30, 2002 (for corporate fraud
whistleblowers).
Investigation of retaliation against whistleblowers under 20 federal statutes falls under the
jurisdiction of the Office of the Whistleblower Protection Program[52]
of the United States
Department of Labor's[53]
Occupational Safety and Health Administration (OSHA).[54]
New
whistleblower statutes enacted by Congress which are to be enforced by the Secretary of Labor
are generally delegated by a Secretary's Order[55]
to OSHA's Office of the Whistleblower
Protection Program (OWPP).
The patchwork of laws means that victims of retaliation need to be alert to the laws at issue to
determine the deadlines and means for making proper complaints. Some deadlines are as short as
10 days (for Arizona State Employees to file a "Prohibited Personnel Practice" Complaint before
the Arizona State Personnel Board; and Ohio public employees to file appeals with the State
Personnel Board of Review). It is 30 days for environmental whistleblowers to make a written
complaint to the Occupational Safety and Health Administration (OSHA). Federal employees
complaining of discrimination, retaliation or other violations of the civil rights laws have 45 days
to make a written complaint to their agency's equal employment opportunity (EEO) officer.
Airline workers and corporate fraud whistleblowers have 90 days to make their complaint to
OSHA. Nuclear whistleblowers and truck drivers have 180 days to make complaints to OSHA.
Victims of retaliation against union organizing and other concerted activities to improve working
conditions have six months to make complaints to the National Labor Relations Board (NLRB).
Private sector employees have either 180 or 300 days to make complaints to the federal Equal
Employment Opportunity Commission (depending on whether their state has a "deferral"
agency) for discrimination claims on the basis of race, gender, age, national origin or religion.
Those who face retaliation for seeking minimum wages or overtime have either two or three
years to file a civil lawsuit, depending on whether the court finds the violation was "willful."
Those who report a false claim against the federal government, and suffer adverse employment
actions as a result, may have up to six years (depending on state law) to file a civil suit for
remedies under the US False Claims Act (FCA).[56]
Under a qui tam provision, the "original
source" for the report may be entitled to a percentage of what the government recovers from the
offenders. However, the "original source" must also be the first to file a federal civil complaint
for recovery of the federal funds fraudulently obtained, and must avoid publicizing the claim of
fraud until the US Justice Department decides whether to prosecute the claim itself. Such qui tam
lawsuits must be filed under seal, using special procedures to keep the claim from becoming
public until the federal government makes its decision on direct prosecution.
Federal employees could benefit from the Whistleblower Protection Act,[57]
and the No-FEAR
Act (which made individual agencies directly responsible for the economic sanctions of unlawful
retaliation). Federal protections are enhanced in those few cases where the Office of Special
Counsel will support the whistleblower's appeal to the Merit Systems Protection Board (MSPB).
The MSPB rejects the vast majority of whistleblower appeals, however, as does the Federal

10. Circuit Court of Appeals.[58]
Efforts to strengthen the law have met with failure in recent years,
but minor reforms seem likely. See, e.g.,Whistleblower Protection Enhancement Act of 2011, S.
743, H. Rep. 3289, 112th Cong. (2011).
Other countries[edit]
There are comprehensive laws in New Zealand and South Africa. A number of other countries
have recently adopted comprehensive whistleblower laws including Ghana, South Korea, and
Uganda. They are also being considered in Kenya and Rwanda. The European Court of Human
Rights ruled in 2008 that whistleblowing was protected as freedom of expression.[59]
Advocacy for whistleblower rights and protections[edit]
Many NGOs advocate for stronger and more comprehensive legal rights and protections for
whistleblowers. Among them are the Government Accountability Project (GAP), Blueprint for
Free Speech, Public Concern at Work (PCaW) and the Open Democracy Advice Center
(ODAC). Among the more publicly visible whistleblower activists are Tom Devine of GAP,
Cathy James of PCaW, Mark Worth of Blueprint for Free Speech.
See also[edit]
 Complaint system
 Conflict of interest
 ECC: Leniency policy
 Foreign Corrupt Practices Act
 Informant
 Nuclear whistleblowers
 List of nuclear whistleblowers
 List of whistleblowers
 Misplaced loyalty
 Organizational retaliatory behavior
 Shooting the messenger
 Freedom of speechportal
 Business and economics portal
 Journalism portal
 Politics portal
Notes and references[edit]
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6. ^ Mary Rowe, "Options and choice for conflict resolution in the workplace" in Negotiation:Strategiesfor
Mutual Gain, by Lavinia Hall (ed.), Sage Publications, Inc., 1993, pp. 105–119.
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Monash BioethicsReview. 2004; 23(4): 41–55
8. ^ Faunce, T.A. and Jefferys, S. "Whistleblowing and scientific misconduct: Renewing legal and virtue
ethics foundations". Journal of Medicine and Law 2007, 26(3): 567–84.
9. ^ Rowe, Mary & Bendersky, Corinne, "Workplace Justice, Zero Tolerance and Zero Barriers: Getting
People to Come Forward in Conflict Management Systems," in Negotiations and Change,From the
Workplace to Society,Thomas Kochan and Richard Locke (eds), Cornell University Press, 2002. See also
"Dealing with — or Reporting — 'Unacceptable' Behavior (With additional thoughts about the 'Bystander
Effect')" ©2009Mary Rowe MIT, Linda Wilcox HMS, Howard Gadlin NIH, Journal of the International
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10. ^ a b
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precaution, innovation: Full Report". p. 614.
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12. ^ "whistleblowersUK.org". whistlebloweruk.org. Retrieved 2014-03-07.
13. ^ "pcaw.co.uk". pcaw.co.uk. Retrieved 2012-07-08.
14. ^ Matthiesen SB, Bjorkelo B, Burke RJ “Workplace Bullying as the Dark Side of Whistleblowing” in
Bullying and Harassment in the Workplace: Developments in Theory, Research, and Practice (2012)
15. ^ Drew D (29 January 2015) Francis NHS whistleblower report: a new beginning? The Guardian
16. ^ a b
Peters, K. et al. (2011). The emotional sequelae of whistleblowing: findings from a qualitative study.
Journal of Clinical Nursing, 20: P2907-14.
17. ^ Farnsworth CH (22 February 1987) Survey of Whistleblowers finds retaliation, but few regrets The New
York Times
18. ^ a b
Lennane J (11 September 1993) "Whistleblowing": a health issue.307(6905): P667–670
19. ^ Greaves R, McGlone JK (2012) The Health Consequences of Speaking Out Social Medicine Vol 6, No 4
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20. ^ Bjørkelo, B. (2013). Workplace bullying after whistleblowing: Future research and implications. Journal
of Managerial Psychology,28(3), P306-323
21. ^ Lennane J (17 November 1995) The canary down the mine: what whistleblowers' health tells us about
their environment Paper given at Department of Criminology, Melbourne University, conference:
"Whistleblowers: protecting the nation's conscience?"
22. ^ Sprinks J (2014) Survey highlights slow progress in increasing staff whistleblowing. Nursing Standard
Feb 12-18;28(24) P14-5
23. ^ De Silva, P (2014) Tackling psychopathy:a necessary competency in leadership development? Progress
in Neurology and Psychiatry September/October
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Psychiatry 131 P533–4
25. ^ a b
Lennane J (May 2012) What Happens to Whistleblowers and Why Classics in Social Medicine Vol6
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26. ^ a b
Bousfield A (9 December 2011) 21 Ways To Skin An NHS Whistleblower Medical Harm
27. ^ a b
Patients First (23 Oct 2013) The Life Cycle of the Whistleblower)
28. ^ Public Concern at Work (2013) Whistleblowing: The Inside Story - A study of the experiences of 100
whistleblowers University of Greenwich research report
29. ^ a b
Public Accounts Committee Report of Inquiry into Whistleblowing, Ninth Report of Session 2014–15)
30. ^ Cop hauled off to psych ward after alleging fake crime stats
31. ^ Banisar, "Whistleblowing: International Standards and Developments", in CORRUPTION AND
TRANSPARENCY: DEBATING THE FRONTIERS BETWEEN STATE, MARKET AND SOCIETY, I.
Sandoval, ed., World Bank-Institute for Social Research, UNAM, Washington,D.C., 2011 available online
at ssrn.com
32. ^ "Whistleblowers Australia". Whistleblowers.org.au.

12. 33. ^ Whistleblowers Australia (2012-02-12). "Whistleblowers Australia". Whistleblowers.org.au. Retrieved
2012-07-08.
34. ^ Government of Canada, PSIC. "Background, Objectives, Scope". Office of the Public Sector Integrity
Commissioner. Retrieved 16 June 2014.
35. ^ Government of Canada, PSIC. "The Servants Disclosure Protection Act". Office of the Public Sector
Integrity Commissioner. Retrieved 16 June 2014.
36. ^ Government of Canada, PSIC. "Case Reports".Office fo the Public Sector Integrity Commissioner.
Retrieved 16 June 2014.
37. ^
http://www.japarliament.gov.jm/attachments/341_The%20Protected%20Disclosures%20Act,%202011.pdf
38. ^ "Publin Interest Disclosure Bill" (PDF). Retrieved 2013-06-13.
39. ^ The Public Interest Disclosure and Protection of Persons Making the Disclosures Bill, 2010 [1]
40. ^ "Legislative Brief" (PDF). Retrieved 2013-06-13.
41. ^ PTI (2011-12-28). "Whistle-blowers Bill passed".Chennai,India: The Hindu. Retrieved 2012-07-08.
42. ^ "Whistleblower Bill to cover public and private sectors".Irish Times. 30 January 2011.
43. ^ "Vanaf vandaag: anoniem lekken naar media via doorgeefluik Publeaks". volkskrant.nl. Retrieved 22
February 2014.
44. ^ "Handling ethical problems in counterterrorism An inventory of methods to support ethical
decisionmaking". RAND Corporation. Retrieved 24 February 2014.
45. ^ "Schutz bei Meldung von Unregelmässigkeiten am Arbeitsplatz". Retrieved 22 October 2014.
46. ^ "Botschaft über die Teilrevision des Obligationenrechts".Retrieved 23 October 2014.
47. ^ Lizzie Parry Daily Mail 11 February 2015 Climate of fear leaves NHS whistleblowers 'on the brink of
suicide' says report but campaigners warn new measures to protect workers 'don't go far enough'
48. ^ "DOL.gov". Oalj.dol.gov. Retrieved 2012-07-08.
49. ^ "Peer.org". Peer.org. Retrieved 2012-07-08.
50. ^ Congressional Record p. S7412; S. Rep. No. 107–146, 107th Cong., 2d Session 19 (2002).
51. ^ "Answers.com". Answers.com. Retrieved 2012-07-08.
52. ^ "Whistleblowers.gov".Whistleblowers.gov.Retrieved 2012-07-08.
53. ^ "DOL.gov". DOL.gov. Retrieved 2012-07-08.
54. ^ "Osha.gov".Osha.gov.2012-04-28. Retrieved 2012-07-08.
55. ^ "Osha.gov".Osha.gov.Retrieved 2012-07-08.
56. ^ 31 U.S.C. § 3730 (h)
57. ^ 5 U.S.C. § 1221 (e)
58. ^ Robert J. McCarthy, Blowing in the Wind: Answers for Federal Whistleblowers, 3 WILLIAM & MARY
POLICY REVIEW 184 (2012); Robert J. McCarthy, Taking the Stand: Why Federal Whistleblowers are
Unprotected from Retaliation, The District of Columbia Bar: WASHINGTON LAWYER (October 2012)
59. ^ Guja v. Moldova, Application no. 14277/04 (2008)
Bibliography[edit]
 Engineering Ethics concepts and cases by Charles E. Harris, Jr. - Michael S. Pritchard-
Michael J. Rabins.
 IRS.gov, Whistleblower – Informant Award
 Quentin Dempster, Whistleblowers, Sydney, ABC Books, 1997. ISBN 0-7333-0504-0
[See especially pp. 199–212: 'The Courage of the Whistleblowers']
 Frais, A "Whistleblowing heroes – boon or burden?", Bulletin of Medical Ethics, 2001
Aug:(170):13–19.
 Banisar, David "Whistleblowing: International Standards and Developments", in
Corruption and Transparency: Debating the Frontiers between State, Market and
Society, I. Sandoval, ed., World Bank-Institute for Social Research, UNAM, Washington,
D.C., 2011 available online at ssrn.com

13.  Alford, C. Fred (2001). Whistleblowers: Broken Lives and Organizational Power.
Cornell University Press. ISBN 0-8014-3841-1.
 Garrett, Allison, "Auditor Whistle Blowing: The Financial Fraud Detection and
Disclosure Act," 17 Seton Hall Legis. J. 91 (1993).
 Hunt, Geoffrey (2006). "The Principle of Complementarity: Freedom of Information,
Public Accountability and Whistleblowing in". Chapman, R & Hunt, M (eds) Freedom of
Information: Perspectives on Open Government in a Theoretical and Practical Context.
Ashgate Publishing, Aldershot, UK.
 Hesch, Joel (2009). Whistleblowing: A guide to government reward programs. Goshen
Press. ISBN 978-0-9772602-0-1.
 Hunt, Geoffrey (2000). "Whistleblowing, Accountability & Ethical Accounting". Clinical
Risk 6 (3): 115–16.
 Hunt, Geoffrey (1998). 'Whistleblowing', commissioned entry for Encyclopedia of
Applied Ethics, (8,000 words). Academic Press, California, USA.
 Hunt, Geoffrey (ed) (1998). Whistleblowing in the Social Services: Public Accountability
& Professional Practice. Arnold.
 Hunt, G (ed) (1995). Whistleblowing in the Health Service: Accountability, Law &
Professional Practice. Arnold.
 Johnson, Roberta Ann (2002). Whistleblowing: When It Works—And Why. L. Reinner
Publishers. ISBN 978-1-58826-114-4.
 Kohn, Stephen M (2000). Concepts and Procedures in Whistleblower Law. Quorum
Books. ISBN 1-56720-354-X.
 Kohn, Stephen M; Kohn, Michael D; Colapinto, David K. (2004). Whistleblower Law A
Guide to Legal Protections for Corporate Employees. Praeger Publishers. ISBN 0-275-
98127-4.
 Lauretano, Major Daniel A., "The Military Whistleblower Protection Act and the
Military Mental Health Protection Act", Army Law, (Oct) 1998.
 Lipman, Frederick D., (2012). Whistleblowers: Incentives, Disincentives, and Protection
Strategies. John Wiley & Sons. ISBN 978-1-118-09403-7.
 Martin, Brian. Justice Ignited: The Dynamics of Backfire, (Lanham, MD: Rowman &
Littlefield, 2007).
 Martin, Brian with Wendy Varney. Nonviolence Speaks: Communicating against
Repression, (Cresskill, NJ: Hampton Press, 2003).
 Martin, Brian. Technology for Nonviolent Struggle, (London: War Resisters'
International, 2001).
 Martin, Brian with Lyn Carson. Random Selection in Politics, (Westport, CT: Praeger,
1999).
 Martin, Brian. The Whistleblower's Handbook: How to Be an Effective Resister,
(Charlbury, UK: Jon Carpenter; Sydney: Envirobook, 1999). Updated and republished
2013 as Whistleblowing: a practical guide, Sparsnäs, Sweden: Irene Publishing.
 Miethe, Terance D (1991). Whistleblowing at work: tough choices in exposing fraud,
waste, and abuse on the job. Westview Press. ISBN 0-8133-3549-3.
 "Sarbanes-Oxley Criminal Whistleblower Provisions & the Workplace: More Than Just
Securities Fraud", by Jay P. Lechner & Paul M. Sisco, 80 Florida B. J. 85 (June 2006)

14.  "Federal Whistleblower Protection: A Means to Enforcing Maximum Hour Legislation
for Medical Residents", by Robert N. Wilkey Esq., William Mitchell Law Review, Vol.
30, Issue 1 (2003).
 Rowe, Mary & Bendersky, Corinne, "Workplace Justice, Zero Tolerance and Zero
Barriers: Getting People to Come Forward in Conflict Management Systems," in
Negotiations and Change, From the Workplace to Society, Thomas Kochan and Richard
Locke (eds), Cornell University Press, 2002
 Robert J. McCarthy, "Blowing in the Wind: Answers for Federal Whistleblowers", 3
William & Mary Policy Review 184 (2012).
External links[edit]
Look up whistle-blower in Wiktionary, the free dictionary.
Look up whistleblower in Wiktionary, the free dictionary.
Wikimedia Commons has media related to Whistleblowers.
 Ed Yong (28 November 2013). "3 ways to blow the whistle". Nature (journal) Vol 503.
 Public Interest Disclosure Act 1998 from Her Majesty's Stationery Office
 National Security Whistleblowers, a Congressional Research Service (CRS) Report
 Survey of Federal Whistleblower and Anti-Retaliation Laws, a Congressional Research
Service (CRS) Report
 Whistleblower Protection Program & information at U.S. Department of Labor
 Read v. Canada (Attorney General) Canadian legal framework regarding whistleblowing
defence
 Patients First
 Whistleblowers UK
 Why be a whistleblower?
 Guardian US interactive team (24 June 2013). "A Guardian guide to US government
whistleblowers". The Guardian (New York). Retrieved 14 July 2013.
 Author Eyal Press discusses whistleblowers and heroism on Conversations from Penn
State
 v
 t
 e
Aspects of workplaces

15. Topics
 Absenteeism
 Abusive supervision
 Aggression
 Bullying
 Conflict
 Control freak
 Counterproductive behavior
 Coworker backstabbing
 Culture of fear
 Cyber-aggression
 Democracy
 Deviance
 Discrimination
 Diversity
 Divide and rule
 Emotions
 Employee engagement
 Employee monitoring
 Employee morale
 Employee silence
 Employee surveys
 Empowerment
 Evaluation
 Feminisation
 Fit in or fuck off
 Friendship
 Gender inequality
 Gossip
 Happiness
 Harassment
 Health surveillance
 Humor
 Incivility
 Intervention
 Jargon
 Kick the cat
 Kiss up kick down
 Listening
 Machiavellianism
 Micromanagement
 Mobbing
 Narcissism
 Office politics
 Performance appraisal
 Personality clash

16.  Phobia
 Positive psychology
 Privacy
 Probation
 Profanity
 Psychopathy
 Queen bee syndrome
 Rat race
 Relationships
 Revenge
 Role conflict
 Romance
 Sabotage
 Safety and health
 Spirituality
 Staff turnover
 Strategy
 Stress
 Toxic workplace
 Training
 Undermining
 Violence
 Wellness
 Work–family conflict
 Workload
See also
 Corporation
 Employment
 Factory
 Job
 Office
 Organization
 Whistleblower
Templates
 Aspects of corporations
 Aspects of jobs
 Aspects of occupations
 Aspects of organizations
 Employment
 v
 t

17.  e
Bullying
Types
 Abusive supervision
 Cyberbullying
 Disability bullying
 Gay bashing
 Hazing
 Military bullying
 Mobbing
 Parental bullying of children
 Passive aggression
 Peer victimization
 Prison bullying
 Rankism
 Relational aggression
 School bullying
 Sexual bullying
 Workplace bullying (Academia
 Blue collar
 Higher education
 Information technology
 Legal aspects
 Legal profession
 Medicine
 Nursing
 Teaching)
Elements
 Betrayal
 Blacklisting
 Bullying and emotional intelligence
 Bullying culture
 Bystanders
 Character assassination
 Control
 Coercion
 Climate of fear
 Defamation
 Destabilisation
 Discrediting
 Embarrassment
 False accusation
 Gaslighting

18.  Gossip
 Harassment
 Humiliation
 Incivility
 Innuendo
 Insult
 Intimidation
 Kiss up kick down
 Mind games
 Moving the goalposts
 Nagging
 Name calling
 Personal attacks
 Psychological abuse
 Physical abuse
 Rudeness
 Sarcasm
 School pranks
 Setting up to fail
 Silent treatment
 Smear campaign
 Social undermining
 Taunting
 Teasing
 Whispering campaign
 Workplace incivility
 Verbal abuse
 Yelling
Organizations
 Act Against Bullying
 BeatBullying
 Bullying UK
 It Gets Better Project
 Kidscape
 GRIN Campaign
 Jer's Vision
Activists
 Andrea Adams
 Louise Burfitt-Dons
 Tim Field
 SuEllen Fried
 Andy Hickson
 Heinz Leymann

19.  Gary Namie
 Kenneth Westhues
Actions
 Anti-Bullying Day
 Anti-Bullying Week
 International STAND UP to Bullying Day
 Anti-bullying legislation
 International Day of Pink
Notable suicides
(List)
 Kelly Yeomans (1997)
 Dawn-Marie Wesley (2000)
 Tempest Smith (2001)
 Nicola Ann Raphael (2001)
 Ryan Halligan (2003)
 Megan Meier (2006)
 Tyler Clementi (2010)
 Phoebe Prince (2010)
 Jamey Rodemeyer (2011)
 Jamie Hubley (2011)
 Kenneth Weishuhn (2012)
 Amanda Todd (2012)
 Audrie Pott (2012)
 Jadin Bell (2013)
 Rehtaeh Parsons (2013)
Murder–suicides
(incidents)
 Eric Harris and Dylan Klebold (Columbine, 1999)
 Jeff Weise (Red Lake, 2005)
 Elliot Rodger (Isla Vista, 2014)
Relatedtopics
 Control freak
 Complex post-traumatic stress disorder
 Culture of fear
 Dehumanization
 Depression
 Emotional blackmail
 Machiavellianism in the workplace
 Narcissism in the workplace
 Personal boundaries
 Personality disorders
 Psychological manipulation
 Psychological projection
 Psychological trauma

20.  Psychopathy in the workplace
 Scapegoating
 Self-esteem
 Suicide among LGBT youth
 Sycophancy
 Victim blaming
 Victim playing
 Victimisation
 Whistleblowing
 v
 t
 e
Corruption
Corruption in different fields
 Corporate crime
 Corruption in local government
 Interest group corruption
 Police corruption
 Political corruption
Measures of corruption
 Corruption Perceptions Index
International institutions dealing
with corruption
 Global Financial Integrity
 Global Witness
 Group of States Against Corruption
 International Anti-Corruption Academy
 Mo Ibrahim Foundation
 Stolen Asset Recovery Initiative (World Bank)
(StAR)
 Transparency International
 UNCAC Coalition of Civil Society
Organisations
National institutions dealing
with corruption
 Oficina Anticorrupción (Argentina)
 Australian Crime Commission
 Anti Corruption Commission Bangladesh
 Anti-corruption and Economic Malpractice
Observatory (Burundi)
 National Anti-Corruption Observatory

21. (Cameroon)
 National Bureau of Corruption Prevention
(China)
o Independent Commission Against
Corruption (Hong Kong)
o Commission Against Corruption
(Macau)
 USKOK (Croatia)
 Fiji Independent Commission Against
Corruption
 Central Vigilance Commission (India)
 Corruption Eradication Commission (Indonesia)
 Corruption Prevention and Combating Bureau
(Latvia)
 Governance and Economic Management
Assistance Program (Liberia)
 Special Investigation Service of the Republic of
Lithuania
 BIANCO (Madagascar)
 Malaysian Anti-Corruption Commission
 Independent Corrupt Practices Commission
(Nigeria)
 Investigation Task Force Sweep (Papua New
Guinea)
 Central Anticorruption Bureau (Poland)
 Direcţia Generală Anticorupţie (Romania)
 Sierra Leone Anti-corruption Commission
 Corrupt Practices Investigation Bureau
(Singapore)
 Commission for the Prevention of Corruption of
the Republic of Slovenia
 Anti-Corruption and Civil Rights Commission
(South Korea)
 Servicio de Vigilancia Aduanera (Spain)
 Anti-Corruption Bureau (Ukraine)
 Warioba Commission (Tanzania)
Anti-corruption laws
and enforcement
 Citizen's Charter and Grievance Redressal Bill
2011 (pending)
 Foreign Corrupt Practices Act
 Freedom of information laws by country
 Integrity and Prevention of Corruption Act
 The Lokpal and Lokayuktas Act, 2013
 UK Bribery Act of 2010

22.  Whistleblower protection
International anti-corruption
instruments and efforts
 Inter-American Convention Against Corruption
 International asset recovery
 International Association of Anti-Corruption
Authorities
 OECD Anti-Bribery Convention
 United Nations Convention against Corruption
Forms or aspects of corruption
 Baksheesh
 Crony capitalism
 Electoral fraud
 Fraud
 Gerrymandering
 Honest services fraud
 Kickback
 Political scandal
 Professional courtesy
 Regulatory capture
 Voter suppression
Anti-corruption protest
movements
 2011 Azerbaijani protests
 2011 Indian anti-corruption movement
 2012 Indian anti-corruption movement
 Anti-austerity movement in Spain
 Mexican Indignados Movement
 Russian anti-corruption campaign
 Yo Soy 132
Other
 Black market
 Bribery
 Collusion
 Match fixing
 Rent-seeking
 Tax haven
 v
 t
 e

23. Employment
Classifications
 Casual
 Contingent
 Full-time
 Part-time
 Self-employed
 Independent contractor
 Temporary
 Tenure
 Wage labour
Hiring
 Application
 Background check
 Business networking
 Contract
 Cover letter
 Curriculum Vitæ (CV)
 Drug testing
 e-recruitment
 Employment counsellor
 Executive search
 Induction programme
 Job fair
 Job fraud
 Job hunting
 Job interview
 Labour brokering
 Overqualification
 Onboarding
 Personality-Job Fit Theory
 Person-environment fit
 Probation
 Reference
 Résumé
 Simultaneous recruiting of new graduates
 Underemployment
 Work-at-home scheme
Roles
 Co-op
 Employee
 Employer
 Internship

24.  Job
 Numerary
 Permanent
 Permatemp
 Supernumerary
 Supervisor
 Volunteer
Worker class
 Blue-collar
 Gold-collar
 Green-collar
 Grey-collar
 Pink-collar
 White-collar
Career and training
 Apprenticeship
 Avocation
 Career assessment
 Career counseling
 Career development
 Coaching
 Creative class
 Education
o Continuing education
o Continuing professional development
o E-learning
o Employability
o Further education
o Graduate school
o Induction training
o Initial Professional Development
o Knowledge worker
o Licensure
o Lifelong learning
o Practice-based professional learning
o Professional association
o Professional certification
o Professional development
o Reflective practice
o Retraining
o Vocational education
o Vocational school
o Vocational university

25.  Mentorship
 Occupational Outlook Handbook
 Profession
 Tradesman
 Vocation
Attendance
 Break
 Career break
 Furlough
 Gap year
 Leave of absence
 Long service leave
 No call, no show
 Sabbatical
 Sick leave
 Time clock
Schedules
 35-hour workweek
 Eight-hour day
 Flextime
 Four-day week
 Overtime
 Retroactive overtime
 Shift work
 Telecommuting
 Working time
 Workweek and weekend
Wages and salaries
 Income bracket
 Income tax
 Living wage
 Maximum wage
 National average salary
o World
o Europe
 Minimum wage
o Canada
o Hong Kong
o Europe
o USA
 Progressive wage
o Singapore
 Overtime rate

26.  Paid time off
 Performance-related pay
 Salary
 Salary cap
 Working poor
Benefits
 Annual leave
 Casual Friday
 Day care
 Disability insurance
 Health insurance
 Life insurance
 Parental leave
 Pension
 Sick leave
 Take-home vehicle
Safety and health
 Epilepsy and employment
 Human factors and ergonomics
 Industrial noise
 Protective clothing
 Occupational burnout
 Occupational disease
 Occupational exposure limit
 Occupational health psychology
 Occupational injury
 Occupational stress
 Repetitive strain injury
 Sick building syndrome
 Work accident
o Occupational fatality
 Workers' compensation
 Workplace phobia
 Workplace wellness
Equality
 Affirmative action
 Equal pay for women
Infractions
 Corporate abuse
o Accounting scandals
o Corporate behaviour
o Corporate crime

27. o Control fraud
o Corporate scandals
 Discrimination
 Dress code
 Employee handbook
 Employee monitoring
 Evaluation
 Labour law
 Sexual harassment
 Sleeping while on duty
 Wage theft
 Whistleblower
 Workplace bullying
 Workplace harassment
 Workplace incivility
Willingness
 Civil conscription
 Conscription
 Dead-end job
 Extreme careerism
 Job satisfaction
 Organizational commitment
 McJob
 Refusal of work
 Slavery
o Bonded labor
o Human trafficking
o Labor camp
o Penal labour
o Peonage
o Truck system
o Unfree labour
o Wage slavery
 Workaholic
 Work aversion
 Work ethic
 Work–life balance
o Downshifting
o Slow living
Termination
 At-will employment
 Dismissal
o Banishment room

28. o Constructive dismissal
o Wrongful dismissal
 Employee exit management
 Exit interview
 Layoff
 Notice period
 Pink slip
 Resignation
o Letter of resignation
 Restructuring
 Retirement
o Mandatory retirement
o Retirement age
 Severance package
o Golden handshake
o Golden parachute
 Turnover
Unemployment
 Barriers to Employment
 Depression
o Great Depression
o Long Depression
 Discouraged worker
 Frictional unemployment
 Full employment
 Graduate unemployment
 Jobless recovery
 Phillips curve
 Recession
o Great Recession
o Great Recession job losses
o List of recessions
o Recession-proof job
 Types of unemployment
 Unemployment Convention
 Unemployment benefits
 Unemployment extension
 Unemployment insurance
 Unemployment rates
o Employment rates
o Employment-to-population ratio
 Reserve army of labour
 Structural unemployment
 Technological unemployment

29.  Wage curve
 Youth unemployment
See also templates
 Aspects of corporations
 Aspects of jobs
 Aspects of occupations
 Aspects of organizations
 Aspects of workplaces
 Corporate titles
 Organized labor
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