J. Madison PLC
Practice AreasWhistleblower
Whistleblower & Retaliation Lawyers
Reporting fraud, safety violations, billing irregularities, or contract non-compliance takes courage. Sophisticated employers often answer with coordinated campaigns to push ethical employees out. We defend directors, program managers, scientists, service members, and specialists who blow the whistle under federal statutes — and Virginia whistleblower protections when the matter is a Virginia case.
J. Madison PLC is licensed in Virginia. We handle Virginia employment matters and federal employment claims (including EEOC, MSPB, FCA, and Defense Contractor Whistleblower Protection Act matters) nationwide where permitted. Pure other-state law claims may require local counsel, which you may be able to find through our affiliate network.
Whistleblower & qui tam expertise
We combine legal advocacy with technical investigation — database audits, contemporaneous records, and clearance-sensitive strategy for Northern Virginia’s contractor corridor and federal claimants nationwide. These pathways are federal (and Virginia where noted) — not District of Columbia or other state whistleblower regimes. Awards and recoveries are never guaranteed.
- Defense Contractor WPA & False Claims Act: We represent government contracting professionals under the False Claims Act anti-retaliation provision (31 U.S.C. § 3730(h)) and the federal Defense Contractor Whistleblower Protection Act (10 U.S.C. § 2409) — often abbreviated DCWPA, which is federal law, not D.C. local law. Where facts warrant, we also evaluate qui tam pathways.
- OSHA whistleblower programs: OSHA administers many federal antiretaliation statutes. Depending on industry, we evaluate pathways such as SOX § 806, AIR21 (aviation), STAA (trucking), FRSA (rail), ERA / nuclear and DOE-contractor style energy whistleblowing, and ACA § 1558 (healthcare) — at a high level matched to your facts.
- SEC & IRS reward programs: Where appropriate, we evaluate the SEC whistleblower reward program (Dodd-Frank) and the IRS Whistleblower Office pathway, plus related employment retaliation. Tips and awards are fact-specific; we do not promise recoveries.
- USERRA & cleared-employee retaliation: We evaluate Uniformed Services Employment and Reemployment Rights Act (USERRA) claims for service members and reservists, and challenge bad-faith write-ups that threaten SEAD-4 self-reporting and clearance standing.
- Title VII & VHRA retaliation: Protected opposition and participation activity — complaints, EEOC charges, witness cooperation — are independently actionable when punished. VHRA applies to Virginia matters. Pure other-state whistleblower statutes generally need local counsel via our affiliate network unless bound up in a federal engagement.
Cloud Counsel
Build your confidential timeline of retaliatory events using Wigmore AI on our secure platform.
Learn how Cloud Counsel worksFrequently Asked Questions
What if I still work for the employer?
Many retaliation claims arise while you are still employed. We help you document events carefully and evaluate whether to stay, negotiate exit terms, or pursue charges — without reckless public disclosure.
Do you handle qui tam cases?
We evaluate False Claims Act retaliation and, where facts warrant, qui tam pathways. Those matters are highly fact-specific; Cloud Counsel helps organize the record before underwriting. No guaranteed recoveries.
Is “DCWPA” a District of Columbia law?
No. In this practice area, DCWPA means the federal Defense Contractor Whistleblower Protection Act (10 U.S.C. § 2409), not D.C. local law. We are Virginia-licensed; we do not hold ourselves out as D.C. counsel for pure D.C. statutory claims.
Do you handle USERRA claims?
Yes — we evaluate USERRA reemployment, discrimination, and retaliation claims nationwide as federal matters. Cloud Counsel helps organize service and employment records before underwriting.