Interview several attorneys if possible
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Attorneys often have specialties which guide
their approach to a whistleblower's
case.
An attorney who practices solely before
the
MSPB will probably not know the relevant
statutes and procedures in U.S. District
Court, nor the conflicting standards
between
OSC/MSPB practice and that before the
Secretary
of Labor and EEOC. And an attorney
familiar
with First Amendment law may not even
expect
the MSPB's cramped interpretations
of whistleblower
protection. Advocacy organizations
may be
fixated on media involvement. The client's
right to decide important matters about
his
or her case can well be overlooked
or lost
in the shuffle. Ideally, the attorney
should
know several relevant statutes, and
similar
ones in the private sector (like Sarbanes-Oxley,
and the False Claims Act/qui tam law).
Of
course, some attorneys consider client
interviews
offensive (especially if the client
admits
considering other attorneys). Still,
multiple
screening interviews may in fact create
a
stronger relationship through better
communication,
and thus a long term resolution.
Crystallizing a case to a document of between
two and five pages makes hiring an attorney
(or discussing matters with an agent) more
intelligent. It also demonstrates professionalism.
Speculation, personal opinion and animosity
toward others should definitely be left out.
As discussed below, bring documents too,
if asked. Lockouts are possible, so these
memoranda and other records may need to be
kept outside the workplace. Never disclose
confidential information in an email (the
Internet should be presumed insecure) or
even voicemail (which can be retrieved from
a speaker phone or in a public place) or
in any intake document without specific assurances
of confidentiality.
Learn during the interview
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Interviews have two sides: questioning and
listening. Front end preparation can avoid
future problems. Most attorneys will tout
their own skills; many hide their deficiencies;
and a few promise more than they can or will
deliver. Notes can avoid problems, as can discussing these
areas:
- fees
- deadlines
- roles, time and the attorney handling the
case
- track record (if checkable, unlikely in MSPB matters)
- expectations of client participation
- confidentiality
Discuss both settlement and litigation up
front? The issues here are candor and comparing
attorneys, both delicate matters. If the
attorney pooh-poohs litigation and in-court
representation, or flat-out refuses a consultative
role, he or she may be planning a token settlement. The
longer the wait and the more attorney time involved, the stronger the attorney's
practical position with respect to fees owed,
and the less he or she may feel inclined
to reveal to the client. This can be a conflict
of interest. Whether attorney control helps a client
depends on the attorney's skills, diligence
and loyalties. Many attorneys sidestep client
empowerment issues as well as their personal
economic calculation, unless pressed. Admittedly,
the attorney also probably does not know
much about the case at this initial stage,
so even candid answers will be hazy. Still,
postponing these discussions can lead to
sharp future practices. The MSPB's secrecy
further complicates matters (and double-checking
attorney statements or promises).
Tapes and Off-site Records
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Please consult an attorney or agent before
any secret taping. While some courts might
appreciate the desire to preserve evidence,
some state wiretap laws are strict. Remember
the trouble Linda Tripp got into? An attorney
or government investigator should also be
consulted before taking any agency (or corporate)
documents off-site, even copies. Taking records
off-site can be portrayed as theft or espionage.
In the worst case scenario, both are prosecutable
unless performed at the direction of a government
agent or otherwise shown as performed without
criminal intent. Removal may also violate
agency security procedures, which could be
later used against even an internal whistleblower's
security clearance. The trouble is that these
may be the heart of the whistleblowing case,
and the MSPB may not allow future access
otherwise (and dismiss the case). That's
another reason why managers often cut off
a known whistleblower's access to sensitive
data or information as retaliation intensifies,
even if the whistleblowing remains internal,
within the agency. Leaving relevant records
in place might also allow their destruction.
Thus, keep personal back-up records away
from the whistleblower's desk or office (which
can be searched by a retaliating manager
or other subordinates) if possible.
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Contents
- Interview several attorneys
- Prepare in writing too
- Learn during the interview
- Tapes and Off-site Records
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