The link below shows us what the results of corporate and government conflicts of interest, cronyism, and unethical and unlawful workplace behaviors yield:
IfItWasMyHome.com – Visualizing the BP Oil Disaster
If YOU worked at BP, would you:
Speak up about the poor decisions that led to this disaster?
Stay silent out of fear?
Care that you worked for a company (BP) that doesn’t seem to care about OSHA regulations and standards?
Be fearful of retaliation for speaking up?
Feel safe and be safe at work?
I would love to hear from former and current BP employees on these questions and on the kind of corporate culture that leads to this kind of catastrophic leadership failure(TM – by Dick Thompson, Phd – see more about him on my Emotional Intelligence blog).
Now imagine if you spoke up at work about unlawful and/or unethical behavior and you were retaliated against (which IS unlawful) resulting in the loss of your job. Those who have experienced this will attest that it’s the same as having the BP Oil Disaster visit your life in every way; your livelihood, health insurance, mortgage, the health and well-being of your family, and future are all suddenly in jeopardy.
Take action and write to your legislators demanding an end to unlawful retaliation in all American workplaces. “But it’s already unlawful!”, some say. Yes it is. And it still happens every day to millions of Americans. That’s millions of invisible BP-like disasters in hardworking, ethical Americans’ personal lives each day.
Thanks,
Denise
Workplace Credible Activist 
There is an epidemic of violations public safety, fraud, and corruption laws that are directly related to labor law violations in government entities and US corporations. Despite this Ethics Commissions, AGs & IGs are unresponsive to labor violation complaints in workplaces and government, even when proof is submitted, tax dollars are misused, and there are rampant ethics, safety, and other compliance violations. The EEOC, OSHA, and State Divisions of Human Rights are underfunded and understaffed, thus their responses to these complaints are almost always delayed and insufficient.
Given that all government employees are required to report legal and ethical noncompliance, mandatory imparital investigations must be implemented without exception and accompanied by absolute prevention of unlawful retaliation against complaining employees. There must be a freeze on any termination of any complaining employee while a sound, impartial, unbiased and thorough investigation is completed, and even afterwards, retaliation against complainants must be prevented.
Violations of EEO, OSHA, public safety, retaliaiton protections, whistleblower protections, ADA, union-protections and fraud/corruption prevention laws must be classified as serious crimes that result in prosecution. There is extremely insufficient protection for employees who use apropriate channels to report noncompliance in both government and corporate workplaces.
Currently, legal compliance with US labor laws is essentially optional for corporate and government workplaces. Only employees who can afford lawyers have a chance of recourse. Most lawyers will not take cases on contingency, even if complaining employees can prove employer noncompliance with labor and other laws. When there is rare justice, it comes years later – often after unlawful termination and great damage to health, families, and finances.
Most legitimate employee complaints are dismissed by noncompliant employers who unlawfully retaliate against these employees, terminate their employment and health coverage and pay them a small sum for which they are desperate and on which they are taxed. This money almost always comes with a gag order, the dismissal of the complaint with government authorities so there is never an investigation, and the continued employment of those guity of serial noncompliance and other violations of law, which remain unremediated.
Many General Counsel attorneys falsely believe their duty is to protect the corporation by any means instead of ensuring legal compliance and remediating noncompliance according to non-retaliation laws. GCs who knowingly cover up unlawful practices in corporations and government entities must be addressed by the criminal justice system and BAR associations given the enormous financial fraud perpetrated upon taxpayers and shareholders when significant funds are used to unlawfully retaliate against employees who exercise their rights to complain about noncompliance. When this occurs in government entities, it is fraudulent misuse of taxpayer money.
These crimes are epidemic and do require deterrence in the form of large fines, improved processes for complaining employees, and guaranteed sound impartial investigations into unlawful practices, even whenthere are settlements with complaining employees. Gag orders need to be made unlawful, regardless of settlements with employees.
Please Sign this Petition @change : Demand Legal Compliance in US Workplaces http://chn.ge/bO31L8