February 27, 2018
On February 21, 2018, in the case of Digital Realty Trust, Inc. v. Somers, the
United States Supreme Court unanimously decided that employees who raise
internal complaints about possible violation of securities laws are not
protected as whistleblowers under the Dodd-Frank Act. In order to obtain protection from
retaliatory measures undertaken by their employers, such complaints must be
reported to the Securities and Exchange Commission (SEC).
The Dodd-Frank Act was enacted in 2010 in
an effort to protect consumers from abusive practices by financial service
providers. While the Act itself
specifically limits the definition of whistleblower to only those employees who
make a report of suspected securities violations to the SEC, the regulations
interpreting the Act’s anti-retaliation provisions extend its protections well
beyond the statute. In reliance upon
these regulations, several federal circuit courts throughout the nation adopted
the expansive interpretation on the basis that it reflected Congressional
intent. This created a split in the
circuits as other courts strictly applied the Act’s narrow definition of what
actions constitute protected whistleblower activity.
In determining that the whistleblower
protections are limited to those who report violations to the SEC and in
rejecting the employee’s assertion that his report of inappropriate activity to
senior management was sufficient to trigger Dodd-Frank protections when his
employment was terminated, the Supreme Court distinguished such protections
from those contained in the Sarbanes-Oxley Act enacted in 2002 for the purpose
of regulating the financial services industry and curbing securities violations. Both Acts forbid retaliation for reporting
unlawful conduct. However, the
Sarbanes-Oxley Act contains a more expansive whistleblower protection by protecting
employees who provide information to federal agencies, to Congress, or to “a
person with supervisory authority over the employee.”
Justice Ruth Bader Ginsberg, writing for
the Court, reasoned that the “core objective” of Dodd-Frank was to aid the
SEC’s enforcement efforts by rewarding those who report suspected violations of
securities law to the SEC. The
Dodd-Frank Act unambiguously provides that a whistleblower is a person who
provides “information relating to a violation of the securities laws to the
[Securities and Exchange] Commission.” Justice Ginsberg further reasoned that the
Court’s narrow interpretation of the Act nevertheless accomplishes the Act’s
objective of protecting whistleblowers so long as they report misconduct to the
SEC and that the Act’s anti-retaliation provisions appropriately serve to protect
employees, attorneys, and auditors who may be required to make disclosures that
are protected under any law subject to the SEC’s jurisdiction.
The Somers
decision is welcome news to employers as it limits the scope of reports
which are protected by the Dodd-Frank Act to those which have been asserted
directly to the SEC, thereby protecting employers from defending against
retaliation claims raised by employees who have only made such complaints
internally. However, the fact that the
Dodd-Frank Act incentivizes employees to report inappropriate activity to the
SEC by tempting them with lucrative whistleblower awards should not be taken
lightly. The fact remains that pursuant
to various federal and state whistleblower protections, employers are obligated
not to retaliate against employees who disclose suspected violations of
law. A zero-tolerance policy with regard
to such retaliation is recommended.
Employers should ensure that all reports of wrongdoing are taken
seriously and are effectively, fairly, and consistently investigated.
Connie Carrigan is a partner with Smith Debnam Narron Drake Saintsing & Myers, LLP's Employment Law Group. If
you have questions about the impact of this decision or any other matter
relating to employment practices, please contact Connie at ccarrigan@smithdebnamlaw.com.