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

Yes, there are special considerations for whistleblowers in a unionized workplace in Pennsylvania. The state has both an anti-retaliation law and a whistleblower law to protect people who report illegal activities. Under the Whistleblower Law (Pennsylvania Labor Relations Act, 73 P.S. §211.2), whistleblowers are protected from termination, demotion, suspension, or any other form of retaliation if their employer is found to have engaged in an illegal act. When it comes to unionized workplaces, employees have even more protection. Unionized employees must file their whistleblower complaints through their labor union before filing a claim with the state. This is because unionized workplaces are covered by the National Labor Relations Act, which gives union members the right to organize and collectively bargain. Additionally, unionized workplaces in Pennsylvania are protected by the State Employee Relations Act (SERA), which provides a mechanism for resolving disputes between public employers and unions. This includes situations where union members blow the whistle on illegal activities by their employer. The SERA contains a grievance procedure that must be followed before an employee is allowed to file a complaint with the state. Ultimately, unionized employees in Pennsylvania have the right to file whistleblower complaints and receive protection from retaliation without fear of retribution. By utilizing the appropriate channels, whistleblowers can ensure that their complaints are taken seriously and, hopefully, lead to a successful resolution.

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

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