Michael Harrison v. Administrative Review Board, U.S. Department of Labor, Roadway Express, Inc., Intervenor

**Harrison v. Administrative Review Board (2004)** Michael Harrison, a truck driver for Roadway Express, was fired after he conducted yard horse inspections and red-tagged vehicles he believed were unsafe. Harrison claimed his employer retaliated against him for this safety-related activity, arguing it was protected whistleblowing under federal transportation safety laws. The court ruled against Harrison and upheld his termination. The judges found that Harrison's inspection activities were not actually protected under the Surface Transportation Assistance Act, which covers certain safety whistleblowing by transportation workers. More importantly, the court determined that Roadway Express fired Harrison for violating company policies, not because he raised safety concerns. Since the company had legitimate, non-retaliatory reasons for the termination, Harrison's retaliation claim failed. **What this means for workers:** This case shows that not all safety-related activities at work are legally protected from retaliation. Even if you believe you're acting in the interest of safety, you must follow proper company procedures and ensure your actions fall under specific legal protections. Workers should understand their company's policies and know exactly which laws protect their whistleblowing activities before taking action that could violate workplace rules.