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Whistleblower Protections for Nonprofit Employees


Whistleblower Protections for Employees of Non-Profit Organizations

Both federal and state laws afford protections to whistleblowers at non-profit organizations, including the whistleblower protection provision of the Taxpayer First Act.  Contact us today if you have suffered retaliation for whistleblowing at a nonprofit organization. We have obtained relief for non-profit executives and senior professionals under federal and state whistleblower protection laws.

The tax code affords major benefits to nonprofits, including exemption from the corporate income tax and the deductibility of charitable donations, which approximately 37 million taxpayers avail themselves of annually. These advantages, combined with limited liability provided by state corporations law and eligibility for grants, have led to a significant expansion of the nonprofit sector. More than 1.56 million nonprofits are registered with the Internal Revenue Service, and the nonprofit sector comprises approximately 5% of US gross domestic product. The nonprofit sector employs over 12 million workers and revenue for registered nonprofits amounted to $2.54 trillion in 2015. In addition, nonprofits receive more than 30% of their overall revenue from government grants and contracts, amounting to over $750 billion yearly.

To maintain tax-exempt status, non-profits must not run afoul of IRS rules, including the following prohibitions:

  • Using a nonprofit to influence the outcome of any public election;
  • Operating a nonprofit for commercial purposes or to benefit private interests;
  • Misusing grant funds to provide excessive compensation or benefits for nonprofit executives;
  • Generating income for purposes unrelated to an organization’s main, charitable purpose; and
  • Spending a substantial amount of time or resources on lobbying for or against legislation.

Until recently, federal law provided minimal protection to whistleblowers at nonprofits who suffer retaliation for reporting violations of the requirements for maintaining tax-exempt status. But with the enactment of the whistleblower protection provision of the Taxpayer First Act of 2019 (TFA), Congress provided whistleblowers at nonprofits with a robust remedy to combat retaliation. In particular, Section 1405(b) of the TFA prohibits any “employer” or “officer, employee, contractor, subcontractor, or agent” of an employer from retaliating against a whistleblower for disclosing violations of IRS regulations, including regulations governing nonprofits.

If you have suffered retaliation for whistleblowing, call us today at 202-262-8959.

See our tips to get the maximum damages in whistleblower retaliation cases.

Taxpayer First Act Protected Whistleblowing

The TFA protects a broad range of disclosures about potential violations of IRS rules or tax fraud. It protects not only disclosures to the IRS but also internal disclosures, including an employee’s disclosure to a supervisor or “any other person working for the employer who has the authority to investigate, discover, or terminate misconduct.”  In particular, TFA protected conduct includes:

  • Providing information to a supervisor regarding underpayment of taxes or any conduct that the employee reasonably believes constitutes a violation of the internal revenue laws or any provision of federal law relating to tax fraud;
  • Participating in an internal investigation about tax fraud or other violations of internal revenue laws;
  • Reporting tax fraud or other violations of internal revenue laws to the IRS, Comptroller General, Congress, Treasury Secretary, or Treasury Inspector General for Tax Administration (TIGTA); or
  • Testifying, participating in, or otherwise assisting in any IRS administrative or judicial action relating to an alleged underpayment of taxes or any violation of the internal revenue laws or any provision of federal law relating to tax fraud.

Examples of protected disclosures by nonprofit whistleblowers include reporting:

  • An organization spending a substantial amount of its time and resources on lobbying – a nonprofit organization generally should devote five percent or less of its overall activities to lobbying to safely remain within the IRS’s prohibition on substantial lobbying;
  • An organization engaging in political activity meant to influence the outcome of any public election – this includes making public statements in support of or in opposition to any candidate for public office, as well as political campaign contributions;
  • An organization not being organized and operated mainly for charitable purposes – a nonprofit organization must mainly engage in charitable, tax-exempt activities; and/or
  • An organization operating to benefit private interests, including for the personal benefit of the creator or their family, shareholders, or other individuals.

Proving Whistleblower Retaliation

A TFA whistleblower can prevail by showing that they engaged in protected whistleblowing, they were subjected to a retaliatory adverse action, and the whistleblowing was a contributing factor to the employer’s decision to take the adverse action.

The TFA prohibits a wide range of retaliatory acts, including discharging, demoting, suspending, threatening, harassing, or in any other manner discriminating against a whistleblower in the terms and conditions of employment. The catch-all category of retaliation (“in any other manner” discriminating against a whistleblower) includes non-tangible employment actions, such as “outing” a whistleblower in a manner that forces the whistleblower to suffer alienation and isolation from work colleagues. See Menendez v. Halliburton, Inc., ARB Nos. 09-002, -003, ALJ No. 2007- SOX- 5 (ARB Sept 13, 2011). An employment action can constitute actionable retaliation if it “would deter a reasonable employee from engaging in protected activity.” Id. at 20.

The “contributing factor” causation standard is favorable for whistleblowers. It merely requires a showing that protected activity only played some role, and even an “[in]significant” or “[in]substantial” role suffices. Palmer v. Canadian Nat’l R.R., ARB No. 16-035, ALJ No. 2014-FRS-154, at 53 (ARB Sept. 30, 2016) (emphasis in original). Examples of circumstantial evidence that can establish “contributing factor” causation include:

  • Temporal proximity;
  • The falsity of an employer’s explanation for the adverse action taken;
  • Inconsistent application of an employer’s policies;
  • An employer’s shifting explanations for its actions;
  • Animus or antagonism toward the whistleblower’s protected activity; and
  • A change in the employer’s attitude toward the whistleblower after they engage in protected activity.

Once the whistleblower proves that their protected conduct was a contributing factor in the adverse action, the employer can avoid liability only if it proves by clear and convincing evidence that it would have taken the same adverse action in the absence of the whistleblower engaging in the protected conduct.

Remedies for Prevailing Whistleblowers at Non-Profit Organizations

A prevailing TFA whistleblower is entitled to make-whole relief, which includes:

  • Reinstatement;
  • Double back pay with interest;
  • Uncapped “special damages,” which courts have construed as encompassing damages for emotional distress and reputational harm; and
  • Attorneys’ fees, litigation costs, and expert witness fees.

Litigating a TFA Whistleblower Retaliation Case

TFA whistleblower retaliation claims are filed initially with the US Department of Labor. The statute of limitations for a TFA whistleblower retaliation claim is 180 days from the date that the employee is first informed of the adverse action. If OSHA determines there is reasonable cause to believe a violation occurred, OSHA can order relief, including reinstatement of the whistleblower.

Either party can appeal OSHA’s determination by requesting a de novo hearing before the Department of Labor’s Office of Administrative Law Judges, but an employer’s objection to an order of preliminary relief will not stay the order of reinstatement. Once a TFA retaliation claim has been pending before the Labor Department for more than 180 days, the whistleblower can remove the claim to federal court and try the case before a jury.

The whistleblower protection provision of the TFA provides robust protection for whistleblowers at nonprofits, which ultimately benefits nonprofits, their donors, and the general public. By encouraging employees to report potential violations, nonprofit management will benefit from early detection of fraud or other tax violations and have an opportunity to rectify those violations.

Lawyers Representing Non-Profit Employees in Whistleblower Claims

The whistleblower retaliation lawyers at Zuckerman Law have experience representing whistleblowers before the IRS and routinely represent whistleblowers in whistleblower retaliation cases.  U.S. News and Best Lawyers® have named Zuckerman Law a Tier 1 firm in Litigation – Labor and Employment in the Washington DC metropolitan area.

If you are seeking representation in a whistleblower retaliation case, click here, or call us at 202-262-8959 to schedule a confidential consultation.

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501(c)(3) Impermissible Political Activity

As discussed in NEW YORK EX REL. TZAC, INC. v. NEW ISRAEL FUND, 520 F. Supp. 3d 362 (SDNY Feb 16, 2021):

As a condition of their status as tax-exempt entities, 501(c)(3) organizations are prohibited from participating in certain activities. See id. As relevant here, entities may not “participate in, or intervene in (including the publishing or distributing of statements), any political campaign on behalf of (or in opposition to) any candidate for public office” and violation of this prohibition may result in denial or revocation of their tax-exempt status. Id.; see also The Restriction of Political Campaign Intervention by Section 501(c)(3) Tax-Exempt Organizations, IRS (Sept. 23, 2020), (last visited January 25, 2021). “Contributions to political campaign funds or public statements of position (verbal or written) made on behalf of the organization in favor of or in opposition to any candidate for public office clearly violate the prohibition against political campaign activity.” The Restriction of Political Campaign Intervention by Section 501(c)(3) Tax-Exempt Organizations, IRS (Sept. 23, 2020), (last visited January 25, 2021). This applies to information posted on a 501(c)(3) organization’s website. Frequently Asked Questions About the Ban on Political Campaign Intervention by 501(c)(3) Organizations: Website Postings and Links, IRS (Dec. 8, 2020), (last visited January 25, 2021) (“A website is a form of communication. If an organization posts something on its website that favors or opposes a candidate for public office, it is prohibited political campaign activity. Posting information on its website is the same as if the organization distributed printed material or made oral statements or broadcasts that favored or opposed a candidate.”).

Determining whether a 501(c)(3) organization has engaged in impermissible political activity is a fact-specific inquiry. The Restriction of Political Campaign Intervention by Section 501(c)(3) Tax-Exempt Organizations, IRS (Sept. 23, 2020), (last visited January 25, 2021). “[T]he prohibition against partisan activity in section 501(c)(3) bars more than the partisan promotion of certain candidates over other candidates, and … an organization’s selective promotion of certain parties over others would be inconsistent with its section 501(c)(3) tax-exempt status.” Fulani v. League of Women Voters Educ. Fund, 882 F.2d 621, 629 (2d Cir. 1989) (citing Ass’n of the Bar of the City of New York v. Comm’r., 858 F.2d 876, 879-80 (2d Cir. 1988)). Activities conducted in a non-partisan manner, or which do not favor a particular political candidate, are permitted. For example, 501(c)(3) entities are permitted to engage in

certain voter education activities (including presenting public forums and publishing voter education guides) conducted in a non-partisan manner…. In addition, other activities intended to encourage people to participate in the electoral process, such as voter registration and get-out-the-vote drives, would not be prohibited political campaign activity if conducted in a non-partisan manner.

The Restriction of Political Campaign Intervention by Section 501(c)(3) Tax-Exempt Organizations, IRS (Sept. 23, 2020), (last visited January 25, 2021). To be clear, “[a]n organization may take positions on public policy issues, including issues that divide candidates in an election for public office as long as the message does not in any way favor or oppose a candidate.” Frequently Asked Questions About the Ban on Political Campaign Intervention by 501(c)(3) Organizations: Organization Position on Issues, IRS (May 21, 2020), (last visited January 25, 2021).


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Jason Zuckerman, Principal of Zuckerman Law, litigates whistleblower retaliation, qui tam, wrongful discharge, and other employment-related claims. He is rated 10 out of 10 by Avvo, was recognized by Washingtonian magazine as a “Top Whistleblower Lawyer” in 2015 and selected by his peers to be included in The Best Lawyers in America® and in SuperLawyers.

Katherine Krems represents employees in discrimination, sexual harassment, and whistleblower retaliation cases. She is focused on finding creative solutions and maximizing her clients’ recoveries. Prior to law school, she worked on policy reforms in Congress to strengthen the rights of workers, women, and marginalized groups.