Judy served as director of marketing for a Florida homebuilder. She was terminated within an initial 90-day assessment review period during which either party could terminate the employment without giving a reason. Shortly after starting her employment, Judy began having conflicts with her manager stemming from the use of an advertising agency that Judy documented was being overpaid. She suspected kickbacks were occurring from outside vendors to company managers. Judy did not specifically tell her superiors that illegal activity was taking place in the company when she was terminated for personality conflicts with her manager. Required:
a. Would Judy receive whistleblower protection in this scenario?
b. What are the factors to be considered?

Answer and Explanation:

a.

According to the United States law that governs whistle blower protection, the whistle blowers could be protected from expected retaliation that can be from a team or an individual for company violation in terms of laws, rules, etc

Also it protects the permanent employees and the workers who work on temporary basis that report the major mistakes

So here the Judy would be eligible for the whistleblower protection

b.

The factors that need to be considered are as follows;

1. The actions that breaks the rules of the company

2. The reason of firing Jude after getting the offer of new employment

3. The action i.e. subduing due to which Jude become speechless in the exit interview

Only these three factors are need to be considered

answer; im thinking customer:

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