Harrison sued her former employer alleging retaliation pursuant to Pennsylvania’s Whistleblower Law. The trial court dismissed the suit, holding that the claim was improperly filed, because, since Harrison was not a member of a protected class, the claim should have been filed pursuant to the Pennsylvania Human Relations Act (PHRA). The PA Supreme Court affirmed the Superior Court’s reversal of the trial court.

The Court held that Harrison asserted a cognizable claim under the Whistleblower Law, alleging a violation of the PHRA. Nothing in the PHRA made its provisions mandatory for the pursuit of such a claim. The complaint established a prima facie case for retaliatory termination under the Whistleblower Law, upon which relief is possible.