Reporting on your employer’s questionable conduct has become easier than ever with the Supreme Court’s recent decision in Murray v. UBS Securities, LLC. The case resolved a circuit split surrounding the proper interpretation of “retaliatory intent” for claims involving alleged violations of the Sarbanes-Oxley Act’s whistleblower protection provision. In a unanimous decision, the Supreme Court held that a plaintiff does not need to prove retaliatory intent to prevail on such a claim. Although proof of intent is still required, the decision substantially lowers the burden for wronged employees while assuring that companies are not on the hook for nonretaliatory punishment.