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As far as I know, the Federal Buereau of Investigations (FBI) is in charge of investigating federal crimes.
As I mentioned previously, section 1107 of the Sarbanes-Oxley Act that was codified in the US criminal code in title 18 section 1513(e) contains criminal sanctions against anybody that knowingly, with the intent to retaliate, takes any action harmful to any person, including interference with the lawful employment or livelihood of any person, for providing to
a law enforcement officer any truthful information relating to the
commission or possible commission of any Federal offense (fines or imprisonment of up to 10 years).
This means that your employer will only be punished if:
you provided truthful information relating to the commission or possible commssion of any federal offense to a law enforcement officer; AND
the FBI and the US District Attorney can prove that your employer knowingly, with the intent to retaliate took any action harmful to you, including interference with your lawful employment or your livelihood.
That is a pretty high burden of proof that the FBI and the US District Attorney need to establish. They need to prove that your employer knew that you provided the information to a law enforcement officer and that the action of your employer (e.g. to fire you) was motivated by retaliation and not by any other reason, such as poor job performance on your side or by the employer making losses and needing to cut staff cost in general. Since this is a provision in federal criminal law, the burden of proof is not one of preponderence of the evidence (i.e. it is more likely that the US District Attorney is right with what he claims than what your employer claims), but one of proof beyond reasonable doubt that your employer may be right in what he claims. Unless your employer was dumb enough to state his reason for retaliation against you in writing or telling it in front of witnesses who are willing to testify against your employer in court, it may be hard to prove the employer’s intent beyond a reasonable doubt.
It will only punish retaliation by your employer after he has already retaliated against you, it does not provide that you get your job back or that you get any monetary compensation.