What are some problems that could be associated with employee whistle-blowing for the whistle blower?
482079
Not working for that company or maybe another company.\nHe maybe charged for something as the investigation goes. His bosses may pin or make up charges.\nGovernment corruption has some programs to protect and reward the whistle blower.
106705
http://216.109.125.130/search/cache?p=dealing+with+conflict+in+the+workplace&ei=UTF-8&x=wrt&u=www.customerservicegroup.com/ss050104.pdf&w=dealing+conflict+workplace&d=K-c1R21aMOa4&icp=1&.intl=us\n\n\nhttp://www.psc-cfp.gc.ca/recours/investigations/justice_eng.html\n\nI think this one is more what you're looking for though:\n\nhttp://www.usip.edu/affirmativeaction/resolvingworkplaceconflicts.shtml
1157923
Answer some questions about issues you know something about
865773
There is a lot of undetected corruption with in society, some of which affects the general public. It is us that have to give up our time and energy for this system so when there is a serious problem that effects us then yes whistle blowing is necessary. Its people like the person u have mentioned that allow us to know what is really going on and lets us know how much the government is full of shit.
1112361
Yes, but there are also laws against presecuting "whistle-blowers" too.
840784
Everyone is entitled to have an off day.  Don't take it personally unless it becomes habitual or there is a threat made.  At that point inform your supervisor/manager of the activity.  There may be an Aggressive/Anger Behavior that needs attention by people that have been trained on how to deal with the problem.  Your supervisor/manager should have a crisis number to call if he deems necessary.  If it’s your boss that has the issue call your HR Dept. (HR will handle the call or direct you to the proper party). He may have had previous issues with others and this is information the company needs to take action one way or the other.\n\nEveryone is expendable.  But at the same token everyone is valuable.  It all depends on weather the individual has a valid case of harming or damaging people or property.\n\nDoes this issue involve a Union?  This would simply require filing a grievance.  \n\nTaking action or replying in a negative fashion is often acted on prematurely, wait a day and then reply.  Sometime what you think happened was actually what your mind made of it without thinking things through.\n\nGood Luck
526391
It isn't right to harass anyone.  But as a manager, I will say that it is very difficult sometimes to make sure an employee understands all of the expenses the employee doesn't even know exists.  Really just a little cooperation goes a very long way.
915640
Nothing, now. I have spoken up in the past and all that happened was trouble for me, even to the point of losing a job. Its a myth that you can speak up about these things and the company can't touch you. If they want you gone, they will find a way.
957387
It doesn't do to complain....no one wants to listen, so we may as well whistle while we work?!  Also, this reminded me of a saying my grandmother used to tell us every day when we'd leave...instead of saying have a good day she would say:\n\n"MAKE it a good day!"
118252
If your company has a Human Resources or Personel Department then that is where I would start with my complaint.  They will investigate the problen and decide if it has merit or not.  While you may feel that they will only side with the companies action, they are actually required by law to look into these types of compliants fairly and equally.  If you can not get a satisfactory solution within the companies system then I would reccomend your state Labor Board and have them investigate.  I would not bother with a lawyer until I have exhausted these methods first.  Follow through with instructions given by the Human Resouces or Labor Board before getting a lawyer because if you don't their defense will be we offered a solution and you did not attempt to follow it, so we have done all we can do.  That defense will hold up for them and you will loose. Do what you have to do and I am sure that you will get the matter resolved.
356017
Just come right out and ask your boss if there is a problem and tell her exactly what you've told us.  It is only fair that you should know what is going on at work.  This way you won't have to sit and wonder and make yourself crazy and it's not fair to be treated that way at work.
10927
Corruption is the problem.  Be careful handing out cash.  If the cop is honest, you could be charged with bribing a law enforcement officer.
1073757
Right now, absolutely nothing.  Bush himself signed away whistleblower protections in any executive agencies in the US government.  If they talk, they're in deep ship, end of story.  There is by law no more accountability in any government agency.  The 9th circuit has recently upheld the Bush law, so it does stand.
170017
If their unhappiness is personal, suggest they seek help, perhaps fram an employee assistance program. If they are complaints are just, ask how the problem could be remedied and try to help. If they are just plain whiners, tell them to straighten up, dissent breeds contempt.
585853
The only way "around" it is to be straightforward about it, be proactive.  Let them know about it but don't offer the details, and if they ask treat it as a unique occurance.  If you don't tell them and they find out on their own you're fired.
696474
Not my career. But it can affect others, if they are not documented.\n\ncc
778675
If your company has a human resources department that will be you first line of defense, candidly speaking with the person concerned with interoffice relations and staff management about concerns you have regarding attitude and how that may be effecting performance in the work place wouldn't hurt.   The trick is to be very diplomatic and approach the subject as a concern for the well being of the company. \n\nAvoid making accusations and pointing fingers, initially.  See if the company is able or willing to resolve the problem within itself.   \n\nIf the harassment continues or escalates do some research into employee right agencies in your area.  Contact them with your concerns.