. Potential forms of whistle-blowing at the federal workplace include gross mismanagement, fraud, abuse of authority, and violations of law and regulation. Whistle-blowing leads to serious implications; therefore, the whistle-blower must have a reasonable belief and be certain that the disclosure is accurate. In case an employee observes an unlawful practice and chooses to remain silence, he or she is considered a potential accessory to the unlawful practice through letting it to go on without reporting anything (Carson, Verdu, & Wokutch, 2007). There is a general consensus that whistle-blowing is ethical if the provided evident is relevant and significant. Most employees in public administration observe a number of unlawful practices committed by their bosses and intent to do what is ethically right through reporting their employers. However, there is an increasing concern about their safety after reporting such incidences (Grant, 2002). The decision to blow the whistle and report unethical practices is not hard; however, there are significant challenges because whistle-blowers face the risk of retaliation by their seniors. There are rampant cases reported whistle-blowers have been suspended or terminated. Retaliation against employees who disclose unlawful acts is illegal according to Title VII of the Civil Rights Act of 1964 (Grant, 2002). Irrespective of these laws that discourage retaliation, whistle-blows have reason to fear the effects of disclosure and even face punishment for doing what is morally right by reporting the unlawful practices of their supervisors.