Opening a Page for the Retaliation Trial
There’s been a development regarding the retaliation case. I’ve decided to open a dedicated page on this website that will track everything about the retaliation case, from the original OSHA filing, to the dismissal, to the appeal that now moves this fight before a Department of Labor Administrative Law Judge.
This isn’t just another update. It’s another battlefield.
Why a Separate Page
The retaliation case deserves its own space because it shows a different side of this fight. The fraud claims are massive, the IRS claims are active, and the arbitration has already reached federal court. But retaliation is its own story, and it cuts to the heart of what happens when someone blows the whistle on billion-dollar fraud.
OSHA dismissed my complaint quickly, without contacting the employer or investigating. That dismissal didn’t close the door, it opened one. It gave me the right to appeal, and now the case is in front of a real judge who will hear evidence, oversee discovery, and decide the matter from scratch.
I filed a retaliation claim with OSHA under the Taxpayer First Act. The law requires you to go through several steps before retaliation can be tried in your own case. I expected OSHA might drag the process out, but instead they dismissed it quickly by treating my December 2024 termination as the adverse action, even though my IRS protections didn’t begin until April 28, 2025. Termination isn’t even part of this case, but because most of their complaints involve firing, that’s what they focused on. That mistake is instant grounds for appeal. My strategy from the start has been to take this all the way to federal court and exhaust every remedy along the way. Level one is complete. Now it moves to the next stage, where discovery will expose the tactics they’ve been using since I blew the whistle.
Now that I’ve filed the appeal, the case leaves OSHA’s desk and moves to the Department of Labor’s Office of Administrative Law Judges. This is a completely new stage. The judge doesn’t rely on OSHA’s dismissal, they start fresh.
That means both sides can request documents, exchange evidence, and call witnesses under oath. In other words, it becomes a real trial process. The dismissal that looked like a win for the other side is actually what unlocked discovery, hearings, and a chance to put everything on the record.
What This Trial Means
The retaliation trial means they can no longer hide behind shortcuts. It forces them to defend their actions under oath. And it forces them to answer for every single contradiction in their filings:
• They say retaliation only means firing. The law says it also means harassment, intimidation, and blocking whistleblowers from speaking to government agencies.
• They say DRVM was the employer. The IRS issued claim numbers for Sanofi, Chattem, and Quten.
• They say the story ended in December 2024. The statute says protections began in April 2025.
Every contradiction becomes part of the record. Every contradiction strengthens the case.
The Bigger Fight
With this trial, the fight is now on three fronts:
• Federal Court: Over the $15 billion arbitration and corporate fraud.
• IRS: Active whistleblower claims against Sanofi, Chattem, and Quten.
• Department of Labor: A retaliation case that forces discovery into what they did after I blew the whistle.
They thought OSHA’s dismissal was the end. In reality, it was the beginning of another trial, another chance to bring their misconduct into the light.
This retaliation case won’t stop at OSHA, and it may not stop with the Department of Labor’s judge either. The law is clear: if you want to pursue retaliation as an IRS whistleblower, you have to go through the steps in order:
• OSHA – the first filing and initial finding
• Administrative Law Judge (ALJ) – a full trial with discovery and evidence
• Administrative Review Board (ARB) – appellate review inside the Department of Labor
• Federal Court – the final stage, where precedent can be set
My strategy has always been to reach federal court, because that’s where cases become bigger than one person. At first, I thought OSHA might drag out the process with a long investigation. Instead, they issued a quick, procedural dismissal.
On the surface it looked like a win for the other side, but in reality it accelerated my path to the next level, exactly what I wanted. And if this case makes it all the way to federal court, it will set the standard for how whistleblowers are treated, how corporations are held accountable for retaliation, and whether the law truly protects those who step forward with the truth.
Follow the New Page
The new page will include:
• My original OSHA complaint
• The Secretary’s Findings and dismissal
• My formal objections and appeal
• All filings, exhibits, and updates as the Department of Labor trial moves forward
I’m not just fighting one case. I’m fighting on every front the law allows — fraud, tax evasion, and retaliation. This is how you take down a giant: by forcing them to defend themselves at every step.
Visit the new page https://www.15billiondollarcase.com/the-retaliation-case/ to follow the fight.