Can Whistleblowers Reveal Secret Recordings to the SEC?

Numerous business prohibits workers from making audio or video recordings in the office. Business argues that these policies promote worker interaction without the worry of being tape-recorded. Are these policies legal? Can business whistleblowers offer recordings evidencing scams to the SEC regardless of these policies?

Taping and Disclosing Information to the SEC Can be Protected Activity

Guideline 21F-17, among the guidelines executing the Dodd-Frank SEC tax evasion whistleblower reward program, restricts business from having policies or arrangements in contracts that avoid whistleblowers from offering details to the SEC: “No person might take any action to hamper an individual from interacting straight with the Commission staff about a possible securities law infraction, consisting of implementing, or threatening to implement, a privacy contract … about such interactions.” The SEC has used this guideline to get rid of barriers that whistleblowers deal with when reporting infractions to the SEC, such as:

Needing workers in specific internal examinations to sign privacy declarations with language cautioning that they might deal with disciplinary action, consisting of termination of work, if they talked about the topic of the interview with outdoors celebrations without the company’s legal department’s previous approval or need; or

Needing previous workers to waive the right to recuperate a whistleblower award and accept inform the company’s legal counsel before revealing info to federal government firms pursuant to legal procedure.

Guideline 21F-17 probably exceeds any company policies that restrict staff members from making recordings of non-privileged details to reveal securities law offenses to the SEC.

Work environment recordings can likewise be safeguarded under the Sarbanes-Oxley Act (SOX) and other whistleblower defense laws. In Franchini v. Argonne National Laboratory, the Department of Labor Administrative Review Board (ARB) held that tape-recording office discussions to collect proof of security infractions are safeguarded whistleblowing under the whistleblower defense arrangement of the ERA. In Franchini, the whistleblower taped discussions evidencing prospective radiation contamination and work environment security concerns. During raising his issues internally and to the Department of Energy, the whistleblower made about 50 recordings of conversations with his managers and colleagues. The ARB held that collecting proof by tape-recording work environment discussions can be safeguarded whistleblowing under the ERA. Especially, the ARB differentiated the whistleblower’s recordings from other unguarded recordings, such as when a whistleblower participates in the indiscriminate and extreme recording of unassociated subjects, i.e., a company’s business method and financial resources.

Policies prohibiting recordings may breach the National Labor Retaliations Act (NLRA). The Second Circuit just recently held in Whole Foods Mkt. Grp., Inc. v. N.L.R.B. that the company’s policy disallowing workers from work environment recordings breached Section 7 of the NLRA, which ensures the right to “to participate in … collective activities for the function of cumulative bargaining or other shared help or security” and bars companies from disrupting, limiting, or persuade staff members in the exercise of those rights.

Entire Foods’ policy forbade workers from “recording discussions with a tape recorder or other tape-recording gadget (consisting of a cellular phone or any electronic gadget) unless previous approval is gotten from your store or center management.” The NLRB discovered that this policy was an unjust labor practice because it might limit collective activities, such as “workers tape-recording pictures of worker picketing, recording risky work environment devices or harmful working conditions, recording and advertising conversations about conditions of work, or recording the irregular application of company guidelines” without management approval. The Second Circuit verified the Board’s holding that the policies’ overbroad language might “chill” a worker’s exercise of Section 7 rights.

No Law Provides Blanket Authorization to Record Workplace Conversations

Using office audio or video recordings to blow the whistle can be secured under some whistleblower security laws, there are numerous countervailing concerns that whistleblowers and their counsel need to think about before using a tape-recording to advance a whistleblower retaliation or whistleblower benefits declare.

The SEC will not use fortunate info (e.g., a recording of a lawyer supplying guidance), and the SEC looks for to prevent getting any fortunate details because of the danger that it might taint an examination. To the degree a whistleblower has a recording including fortunate info, the whistleblower and counsel ought to continue thoroughly and ought to speak with state lawyer principles guidelines.

Second, a worker might deal with civil or criminal liability for making a surreptitious recording in a state where two-party approval is needed. The Reporters Committee for Freedom of journalism has provided a handy state-by-state overview of taping telephone call and in-person discussions, which is offered here.

Third, in retaliation claims, a recording that breaks company policy might possibly generate an after-acquired proof defense. The after-acquired proof is proof of misbehavior that a company finds after an unfavorable work action that would validate the company taking the unfavorable action at the time that the company finds the proof. If a company fires a whistleblower in infraction of the Sarbanes-Oxley whistleblower law and consequently finds that the whistleblower embezzled money from the company, the company might likely show an after-acquired proof defense at the time it finds the theft, thus restricting the whistleblower’s solutions.

The after-acquired proof is frequently misused by companies to validate a witch hunt focused on digging up dirt on the whistleblower after the company currently took the negative work action. There is a high bar to showing an after-acquired proof defense. In Clemmons v. Ameristar Airways, Inc., the ARB ruled that a company asserting an after-acquired proof defense need to show the defense by clear and persuading proof. A company will just fulfill this concern if the proof instantly tilts the evidentiary scales in the company’s instructions. To puts it simply, a company should reveal that the misdeed was so considerable that it would have fired the staff member for that action alone.