suspected violation in Kentucky

2024See Davidson v. Commonwealth, Dep’t of Military Affairs, 152 S.W.3d 247, 251 (Ky. -18- App. 2004) (“In order to demonstrate a violation of KRS 61.102, an employee must establish the following four elements: (1) the employer is an officer of the state; (2) the employee is employed by the state; (3) the employee made or attempted to make a good faith report or disclosure of a suspected violation of state or local law to an appropriate body or authority; and (4) the employer took action or threatened to take action to discourage the employee from making such a disclosure or to punish the employee

2023Appellant cannot, however, satisfy the third element requiring proof that he “made or attempted to make a good faith report or disclosure of a suspected violation of state or local law to an appropriate body or authority[.]” Davidson, 152 S.W.3d at 251 .

2026See Harper v. Univ. of Louisville, 559 S.W.3d 796, 801-02 (Ky. 2018) (discussing how the KWA is construed similarly to its federal counterpart).

2025See generally Harper, 559 S.W.3d at 801-03 .

2022See Woodward v. Commonwealth, 984 S.W.2d 477 , 480–81 (Ky. 1998).

2009Davidson v. Com., Dept. of Military Affairs, 152 S.W.3d 247, 251 (Ky.App.2004), citing Woodward v. Com., 984 S.W.2d 477, 480-81 (Ky.1998).

2017Similar to ia KCRA retaliation claim, this_statute is intended to provide recourse when an employer takes action to punish an individual for speaking out.20 The legislature provides this shelter in KRS 61.102, or commonly known as the Kentucky ' Whistleblower Act. - To prevail on a claim under the Whistleblower Act, a plaintiff must establish all of the following four elements: “(1) the employer is an officer of the state; (2) the employee is employed by the state; (3) the employee made or attempted to make a good faith report or disclosure of a suspected violation of state or local law to an

2017To prevail on a claim under the Whistleblower Act, a plaintiff must establish all of the following four elements: “(l) the employer is an officer of the state; (2) the employee is employed by the state; (3) the employee made or attempted to make a good faith report or disclosure of a suspected violation of state or local law to an appropriate body or authority; and (4) the employer took action or threatened to take action to discourage the employee from making such a disclosure or to punish the employee for making such a disclosure.”21 19 Id. at 462 . 20 Without acknowledging our holding in Ca

2024Moss v. Kentucky State University, 465 S.W.3d 457, 459-60 (Ky. App. 2014) (quoting Davidson v. Commonwealth of Kentucky, Dep’t of Military Affairs, 152 S.W.3d 247, 251 (Ky. App. 2004)).

2022Jeffers, 13 S.W.3d 606, 611 (Ky. 2000)). 22 With its full text presented above, a reminder of KRS 61.102(1)’s particularly pertinent content is sufficient here: No employer shall subject to reprisal . . . any employee who in good faith reports, discloses, divulges, or otherwise brings to the attention of . . . [an] appropriate body or authority, any facts or information relative to an actual or suspected violation of any law, statute, executive order, administrative regulation, mandate, rule, or ordinance of the United States, the Commonwealth of Kentucky, or any of its political subdivisions