Employment disputes rarely arrive neatly packaged. Memories differ, records may be incomplete, and decisions can look very different when examined months later by an investigator. As your attorneys, our role is to make sure the decision-maker understands what actually happened.
In a recent case, a former employee accused our client of terminating him for raising workplace safety concerns. After months of investigation, we successfully obtained an OSHA dismissal. The employee challenged that decision, sending the case to the Secretary of Labor.
We successfully argued before the Secretary and today, the Secretary upheld the dismissal, finding the employee’s evidence insufficient to support a claim of retaliation, and concluding that the employee’s termination was based on legitimate, non-retaliatory concerns about his workplace communication and conduct. Nearly ten months after the complaint was filed, the case is officially closed.
This same record ultimately stood up to two levels of appeal. For our client, that means a complete and final dismissal.