Are there any special considerations for whistleblowers in a unionized workplace?

Yes, there are special considerations for whistleblowers in a unionized workplace in North Carolina. Whistleblowers in such environments are protected under the North Carolina Retaliatory Employment Discrimination Act (REDA). This law ensures that employees who report wrongdoing or participate in a whistleblowing investigation are not subject to retaliation. Under the REDA, employers are prohibited from taking action against an employee for disclosing, opposing, or participating in an investigation regarding any of the employer’s activities that are illegal or considered to be deceptive. Additionally, the REDA prohibits employers from taking action against an employee who merely cooperates with an investigation. Unionized workplace whistleblowers have additional rights under the National Labor Relations Act (NLRA). The NLRA aims to protect employees from unfair and discriminatory practices in the workplace, such as firing or intimidating employees for engaging in collective activities or discussing workplace issues such as wages and benefits. To sum up, North Carolina provides additional protections to whistleblowers in unionized workplaces above and beyond those available to non-unionized workers. The REDA and NLRA both protect whistleblowers from retaliation for participating in investigations related to illegal or deceptive activities.

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Are there any special considerations for whistleblowers in a unionized workplace?

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