A common method for detection of occupational fraud is employee tips. While many employees value more highly to handle fraud accusations internally by reporting wrongdoings to executives, whistle-blowing is that the employee’s disclosure to the media or government of a company’s unethical activities. Before employees discovery with information, there are several factors that they need to consider.
✔ Can the moral problems that a corporation has be better handled internally?
✔ Is it worth staying with an organization that doesn’t value ethics?
✔ Does the unethical damage that has been done outweigh the risk of retaliation by the company?
✔ Can the whistle-blower risk the likelihood of being harassed, disciplined, or fired, in spite of regulatory protection?
There are some state and federal regulations that are put in place to shield whistle-blowers once they need decided to breakthrough.
According to the Sarbanes-Oxley Act of 2002:
Whoever knowingly, with the intent to retaliate, takes any action harmful to anyone, including interference with the lawful employment or livelihood of a person, for providing to a enforcement officer any truthful information referring to the commission or possible commission of any Federal offense, shall be fined under this title or imprisoned no more than 10 years, or both.
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