If you’re preparing to “blow the whistle” on employer misconduct—whether it involves safety violations, fraud or retaliation—it’s important to protect your identity and the integrity of your information from the very beginning. That includes being extremely cautious about how and where you seek guidance, especially when it comes to artificial intelligence (AI) tools and online chatbots.
AI can be useful for many everyday tasks. However, it is not a secure or confidential resource for whistleblowers.
Why be wary?
AI tools, including public chat interfaces, are not private or protected by attorney-client privilege. When you type information into a chatbot or AI program, there’s no guarantee that what you write won’t be stored, analyzed or exposed. If you disclose details about your employer, the misconduct you’ve witnessed or your intentions to file a report, you may unknowingly create a digital trail that could be discovered later—potentially by the very people you’re trying to hold accountable.
Railroad workers and other employees in safety-sensitive industries face particular risks when stepping forward. Violations related to equipment defects, hours-of-service rules or environmental hazards often involve powerful employers with deep legal resources. If they discover that an employee is preparing to report violations, retaliation can be swift and severe—ranging from job loss to blacklisting or even threats to personal safety.
That’s why your first step should be to speak confidentially with an experienced attorney who handles whistleblower cases. This can help you understand your rights under the Federal Railroad Safety Act (FRSA), the False Claims Act and other applicable laws. These laws include anti-retaliation provisions designed to protect workers, but only if they follow proper procedures. Sharing your concerns with an AI tool doesn’t trigger these protections—and could even jeopardize them.
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