Tuesday, February 03, 2015

reasonable belief , whistleblower

  The proper test for determining whether an employee had a “reasonable belief” that his disclosures revealed misconduct so as to be protected under the WPA is whether a disinterested observer with knowledge of the essential facts known to and readily ascertainable by the employee could reasonably conclude that the actions of the government evidence wrongdoing as defined by the WPA. 

See Downing v. Department of Labor98 M.S.P.R. 64, 69-70 (2004). 
See also www.mspb.gov/appeals/whistleblower.htm.

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