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As we approach 2025, California is set to implement new legislation that helps clarify and further develop protections for whistleblowers in the workplace. Assembly Bill 2299 (AB 2299) highlights the critical role whistleblowers play in maintaining accountability in business practices in part by requiring that the Labor Commissioner develop a model list of employee whistleblower rights that employers are required to post under California law.
At Kershaw Talley Barlow, we understand the courage it takes to come forward as a whistleblower. Our firm is committed to defending those who risk their livelihoods to protect the public, fellow employees, and ensure ethical conduct in their workplaces.
Understanding AB 2299: Expanded Whistleblower Protections
AB 2299 further helps clarify and further develop existing whistleblower protection laws in California. Existing law requires employers to clearly post information about employees' whistleblower rights and responsibilities so that workers are informed about their protections under the law. Under AB 2299, the Labor Commissioner is responsible for creating a model list of these rights to display consistent with California posting requirements. The model list will also be made available on the Labor Commissioner’s website so that it is easily accessible for employers. An employer is deemed to be compliant with posting laws (which require prominent display of whistleblower rights in 14 point font and reference to the whistleblower hotline) by including the Labor Commissioner’s model list of employees’ rights and responsibilities under whistleblower laws in the posting.
In simple terms, by requiring that Labor Commissioner develop a model list of employee rights and protections under California whistleblower laws, AB 2299 helps ensure that: employees know their rights; that employers comply with the law; and that there are consistent and predictable posting requirements under California law.
Why Whistleblower Protections Matter
Whistleblowers serve a critical role in exposing wrongdoing that could otherwise go unnoticed, unaddressed, or even harm the public. Whether it’s fraud, unsafe working conditions, or violations of environmental regulations, whistleblowers help hold businesses accountable and ensure compliance with the law.
Without strong legal protections, whistleblowers might hesitate to report violations or unlawful activity, fearing for their jobs or personal safety. Laws like AB 2299 help inform employers and employees of these critical rights and protections.
Retaliation is still a common threat and many whistleblowers face unfair treatment, demotions, or job loss after coming forward. That’s why it’s essential for employees to understand their rights and know that legal options are available if they’ve been retaliated against for whistleblowing.
How Kershaw Talley Barlow Can Help
If you’ve experienced retaliation for blowing the whistle on illegal or unethical activity at your workplace, you don’t have to face it alone. At Kershaw Talley Barlow, our legal team is dedicated to protecting the rights of whistleblowers and addressing fraud and other illegal activity that employees have discovered.
- Confidential Consultations: We understand the sensitive nature of whistleblower cases and the fear of retaliation. We offer confidential consultations to help you explore your options without compromising your safety or job security.
If you or someone you know has faced retaliation for reporting illegal or unethical activity, Kershaw Talley Barlow is here to help. Our compassionate and experienced attorneys will stand by your side.
To learn more about how we can assist you with whistleblower protection, contact us online or at (916) 520-6639 for a consultation. You have the right to speak up, and we are here to protect that right.