In a significant victory for railroad worker rights, the U.S. Department of Labor has ordered Union Pacific Railroad Co. to pay more than $300,000 to a railroad engineer who was wrongfully terminated after reporting a work-related injury and seeking medical treatment.

The case, investigated by the Occupational Safety and Health Administration (OSHA), highlights the strong federal protections available to railroad workers who report injuries or safety concerns—and the serious consequences employers face when they violate these rights.

The Details: What Union Pacific Did Wrong

According to OSHA’s investigation, Union Pacific violated the Federal Railroad Safety Act (FRSA) when it terminated the engineer after he exercised his fundamental right to report a workplace injury and obtain medical care. This type of retaliation is precisely what federal whistleblower laws are designed to prevent.

The timing is noteworthy: The engineer was fired on March 15, 2024, and although he was eventually reinstated on June 24, 2025, through the collective bargaining grievance process, OSHA made clear that reinstatement was required under federal law, not just union protections.

The Consequences: Breaking Down the $300,000+ Award

OSHA’s order requires Union Pacific to provide comprehensive relief to the wrongfully terminated engineer:

Financial Compensation:

• $184,869.60 in back pay for the period from March 15, 2024, to June 24, 2025

• $10,428.41 in interest on back wages (continuing to accrue until paid)

• $10,000 in compensatory damages for pain, suffering, and mental distress

• $150,000 in punitive damages for “reckless or callous disregard” of the employee’s rights

• Attorney fees and expert witness fees totaling at least $3,750

Non-Monetary Relief:

• Full reinstatement with all rights, seniority, and benefits

• Complete expungement of the termination from employment records

• Restoration of all lost benefits, including leave time and stock purchase plan contributions

• Mandatory posting of employee rights notices for 180 days

• Distribution of OSHA’s “Whistleblower Protection for Railroad Workers” fact sheet to all employees and supervisors

Why This Matters for Railroad Workers

This case sends a clear message to the railroad industry: Retaliating against workers who report injuries or seek medical treatment will result in severe consequences. The substantial punitive damages award—$150,000—reflects OSHA’s determination that Union Pacific showed reckless disregard for employee rights.

Under the Federal Railroad Safety Act, railroad workers have the right to:

• Report work-related injuries or illnesses without fear of retaliation

• Request and receive medical or first-aid treatment

• Follow their doctor’s treatment plans without facing discipline

• Report safety hazards or violations

• Refuse to work in imminently dangerous conditions

What Railroad Workers Should Know

If you work for a railroad carrier, contractor, or subcontractor, federal law protects you from retaliation when you:

• Report a workplace injury

• Seek medical treatment for a work-related condition

• Report safety violations to your employer or the government

• Participate in safety investigations

• Refuse to violate safety regulations

Importantly, you have 180 days from the date of retaliation to file a complaint with OSHA. Complaints can be filed online, by phone (1-800-321-OSHA), or in writing to your local OSHA office.

The Broader Impact

This order requires Union Pacific to take affirmative steps to educate its workforce about whistleblower rights, including posting notices and distributing information to all employees. This ensures that not just the affected engineer, but all Union Pacific workers, understand their rights under federal law.

The case also demonstrates that even when workers are reinstated through union grievance procedures, OSHA will still pursue violations of federal whistleblower laws and seek full remedies, including substantial punitive damages for egregious violations.

Protecting Your Rights as a Railroad Worker

Whether you’ve been terminated, disciplined, or faced other retaliation for reporting an injury or safety concern, federal law provides strong protections and remedies. The Union Pacific case shows that employers who violate these protections face significant financial consequences and mandatory corrective actions.

If you believe you’ve been retaliated against for exercising your rights as a railroad worker, it’s crucial to act quickly given the 180-day filing deadline. An experienced FELA and railroad whistleblower attorney can help you understand your rights and pursue the compensation and justice you deserve.

How Doyle Dennis Avery LLP and Sara Youngdahl of The Youngdahl Law Firm, P.C. Can Help

Doyle Dennis Avery LLP and Sara Youngdahl of The Youngdahl Law Firm, P.C. have decades of experience representing railroad workers in FELA cases and whistleblower retaliation claims. Our attorneys understand the unique challenges railroad employees face when standing up for their rights against major railroad companies with vast resources.

We can help if you’ve experienced:

• Termination or discipline after reporting a work injury

• Retaliation for seeking medical treatment

• Harassment for reporting safety violations

• Demotion or loss of benefits for filing FELA claims

• Intimidation for cooperating with federal investigations

• Any adverse action for exercising your legal rights

Our firm works on a contingency fee basis for FELA and whistleblower cases, meaning you don’t pay attorney fees unless we win your case. We understand that losing your job or facing retaliation can create financial hardship, and we believe every railroad worker deserves strong legal representation regardless of their current financial situation.

Time is Critical: Remember, you only have 180 days from the date of retaliation to file a whistleblower complaint with OSHA. However, consulting with an attorney as soon as possible can help preserve evidence and strengthen your case.

If you’re a railroad worker who has been wrongfully terminated, disciplined, or retaliated against for reporting an injury or safety concern, contact Doyle Dennis Avery LLP and Sara Youngdahl of The Youngdahl Law Firm, P.C. today for a free consultation. We’ll review your case, explain your rights, and fight to get you the justice and compensation you deserve—just like the engineer in this Union Pacific case who received over $300,000.

For more information about this case, read the official news release from the U.S. Department of Labor.