Many people understandably take immense pride in their work. Indeed, they may consider themselves as nothing less than model employees given that they always put in a solid eight hours of work, always meet their goals and always perform to the best of their abilities.
The issue of employers failing to make the necessary accommodations for the religious practices of employees has generated significant headlines over the last six months. Indeed, just last week we examined how Walt Disney World, one of Florida's larger employers, recently agreed to grant a Sikh worker the right to wear beard and turban after seven long years.
A few weeks ago, our blog discussed how the Supreme Court of the United States recently handed down an important decision in Equal Employment Opportunity Commission v. Abercrombie & Fitch Stores, a case that explored whether a job applicant is required to request a religious accommodation in order to secure the protection of the Civil Rights Act.
State and federal laws, including Florida's Whistleblower Protection Act and the federal False Claims Act, offer protections to employees who blow the whistle on supervisors and managers who willingly engage in illegal or unethical activity. However, to be afforded full protection under the law, an employee must go through the proper channels when reporting a violation.