What is the burden of proof for a whistleblower claim?

The burden of proof for a whistleblower claim in Pennsylvania is on the whistleblower to prove their case. This means that they have to provide evidence that shows their claim is valid and that they have been wronged in some way. To prove their case, the whistleblower needs to demonstrate that their employer or supervisor has committed some form of fraud or illegal act. This could include job discrimination, harassment, or wrongful termination. The whistleblower must also prove that they made a good faith effort to report the wrongdoing to their employer or supervisor before taking the issue to a court or other legal authority. The whistleblower must also be able to demonstrate that the employer or supervisor knew that the whistleblower was reporting the wrongdoing and that the whistleblower was retaliated against by their employer or supervisor in response to the whistleblowing. This could include demotion, reduced pay, or the termination of employment. Lastly, the whistleblower must be able to show that the retaliation caused them to suffer some economic harm or losses such as lost wages, benefits, or other forms of compensation. In order to prove a whistleblower claim in Pennsylvania, the whistleblower must demonstrate all the elements of their claim and provide sufficient evidence to meet the burden of proof. The evidence must show that the employer or supervisor committed some form of fraud or illegal act, that the whistleblower reported it in good faith, that the employer or supervisor knew about it, and that the whistleblower suffered economic consequences as a result of the retaliation.

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