A woman was employed from a not for profit agency. She worked as a coordinator of the employment services. A New York Criminal Lawyer said when she was still a probationary, she was terminated for alleged unsatisfactory job performance. Eleven months later, she initiated an action claiming that she was terminated because of her objection to and refusal to participate in the agency’s alleged fraudulent billing to the city for placements it never made. The agency finds employment for job applicants or places them in educational or training programs, for which it receives funding from the city.
The agency moved to dismiss the complaint on the ground that it failed to satisfy the two elements which are conditions precedent to the maintenance of an action under a whistleblower law. Based on records, the whistleblower law applies to relatively few situations and several proponents accepted to its narrow scope and urged broader application.
Consequently, the woman asserted that the agency’s billing practices constituted a grand larceny. The court then denied the motion and finding that the complaint states a valid reason for action under the labor law. Based on records, the part of the labor law provides that an employer shall not take any disciplinary personnel action against an employee because such employee does discloses or threatens to disclose to a supervisor or to a public body an activity, policy or practice of the employer that is in violation of law, rule or regulation which violation creates and presents a substantial and specific danger to the public health or safety.