pay, compensatory damages, and exemplary damages of one dollar. We affirm the ALJ's finding of a violation and order some of the recommended damages.

   Prior to Jones's arrival at the Disposal Facility, EG&G's Safety Manager for the site was Michael Hampton. Hampton shared responsibility for environmental regulatory compliance with Michael Hayes. T. 1375. There is disagreement in the record regarding the circumstances of Hampton's departure as Safety Manager and Jones's being hired for the job. Hampton testified that he voluntarily stepped down from the Safety Manager position because, as the Disposal Facility entered the last stages prior to operation, it was best for the project that the Safety Manager have a significant background in Army safety rules. T. 1393-94. Hampton lacked that background. Hampton's supervisor, Joe Hanny, testified to the contrary, stating that Hampton did not volunteer to be demoted. T. 2332. According to Hanny, he gave Hampton the option of either stepping down or hiring someone who had an adequate background in safety at a chemical weapons facility. Id; T. 2353.

   Hampton did not have a role in selecting his replacement. T. 1394-95. When Jones arrived as the new Safety Manager, Hampton became a subordinate staff member of the Safety department, but with no decrease in pay. T. 1394.

workers to wear more extensive protective equipment, which caused their work to slow down. T. 149-159. Hanny told Jones that PMCD was upset about the delay, but Hanny agreed that Jones was correct on the issue. T. 150.

   Jones next detected problems at the Monitoring Support Building Laboratory (MSB Lab), which is the only part of the Disposal Facility in which employees work with live Army chemical agent. T. 152. There, workers dilute the agent to a strength of two parts per million for testing the ACAMS, a chemical agent monitoring system. T. 1734-41.

   While visiting the MSB Lab, Jones saw open vials of agent being carried outside of the exhaust hoods, workers who did not wear masks or gloves, and offices in the vicinity where agent was being used. T. 152-53. He also observed that the hoods lacked charcoal filters and certification stickers. T. 154. The hoods were venting directly into the atmosphere.

   Jones asked some of the workers why the Lab was operated in this fashion, but they did not know the reason. Jones suggested shutting down the lab briefly while he determined if it was acceptable under the regulations to vent dilute agent into the atmosphere and to dump agent down the drains. T. 156-157. Other managers concurred in the suggestion. T. 161-162. No one informed Jones that there was an existing document, CX 36, providing a waiver to the MSB Lab from complying with the Army's general regulations governing chemical agent laboratories. The Lab reopened about a week later, after the waiver document was produced. T. 1090.

   Both Jones's superiors and PMCD were upset about the Lab closing. T. 163, 165-166. Silvestri admitted that he used foul language when discussing the shut-down and that he believed Jones acted too abruptly. T. 1090-91.

   On July 13, 1994 Jones learned that a cylinder that fed the ACAMS in the MSB Lab was leaking hydrogen gas. T. 170. He feared that a static spark could ignite the escaping gas and cause the Lab to explode. Consequently Jones directed staff members to notify both the Depot fire department and the Disposal Facility's control room. T. 170-171. The control room ordered an evacuation from the area near the leaking cylinder. T. 171.

Silvestri told Jones that PMCD was upset about the Depot's fire department being allowed on the Disposal Facility site, and that the EG&G Safety department could have fixed the problem itself. T. 175-76. He also was upset about the interruption of the work at the Lab, which lasted a few hours. T. 175.

   Several days later, on July 19, 1994, there was a chemical waste handling incident in the brine reduction area of the Disposal Facility, where waste liquids from the chemical weapons destruction process are directed through a series of huge dryers that reduce the waste liquids to a salt, to be disposed of as hazardous waste. T. 193. The brine plugged up a shaker at the bottom of a dryer and a large quantity of sodium fluoride dust blew out of the top of the dryer into a large building. T. 194. Ingesting small amounts of sodium fluoride is hazardous and sometimes lethal. T. 197; CX 43.

   Jones received a telephone call that he should go to the brine reduction area because several workers there were covered with sodium fluoride dust. T. 194. Jones found 10 to 12 workers who were affected, some of whom had skin rashes and watery eyes. T. 195. He asked the supervisor for the material safety data sheet on sodium fluoride and learned that the data sheet was not available at the brine reduction area. Id. Jones then telephoned an emergency poison number for information on sodium fluoride. T. 196.

   When Silvestri arrived at the brine reduction area, Jones said it would be prudent for the exposed workers to leave the area, take showers, and report to the clinic for treatment of their eyes and the skin rashes. T. 197. Silvestri protested that this approach would delay the work, but acceded to Jones's suggestion when he learned that another crew would be available quickly to finish the work. Id. Silvestri faulted Jones for acting precipitously in handling the brine reduction incident. T. 1121.

   Applying his usual methods as an experienced safety manager, upon arriving at the Disposal Facility Jones promptly had begun an internal audit in which he researched applicable regulations, made inspections to determine if there was compliance with the regulations, and listed deficiencies. T. 91-92, 211-13. Jones believed the audit was necessary because of the risks to workers and to the environment and for EG&G to be fully prepared for the scheduled IG inspection.

   Jones submitted the audit to Silvestri on August 2, 1994. The audit identified major deficiencies such as a lack of inspections, lack of an emergency preparedness plan, and improper or missing hazard analyses. T. 220-221. It also included a plan of action to correct the deficiencies, with time frames for completing the corrections.

Smith offered no examples of Jones's allegedly demeaning treatment of his staff, since Silvestri had not provided any examples to Smith, T. 892, and Smith had only recently arrived at the site. Smith also did not offer Jones any training to improve his management style, or the opportunity to transfer to a different position. T. 895.

   Smith warned Jones that the counseling was very nearly a "pre-termination" session. T. 870. Jones told Smith that he was trying to run a safety program under difficult circumstances since the prior Safety Manager (Hampton) was now working under him as a subordinate. Smith cut off Jones's explanation, however. T. 878.

   According to Silvestri, the Safety department's morale continued to deteriorate after the counseling session. T. 1124. Jones was present at staff meetings held after the counseling session, but did not participate even when his contribution was needed. T. 1124, 1127. Silvestri heard that Jones told both his subordinates and PMCD personnel about the counseling session, and Silvestri considered the disclosures inappropriate because they rendered Jones ineffective in doing his job. T. 1124.

   Another difference of opinion arose between Jones and his managers after the counseling session. Prior to Jones's arrival, the MITRE Corporation had prepared a safety assessment report that included a compilation of deficiencies and hazards in the design, piping, valves, flanges, and machinery at the Disposal Facility. T. 325-26; CX 56 (excerpt). In August 1994 Jones received an Army directive to implement the MITRE report in EG&G's Safety System plan. T. 326; CX 55, CX 57. Jones worked with both PMCD and EG&G personnel to figure out how to implement the report. T. 327.

   Initially, Jones examined portions of the Disposal Facility to see if the suggested corrective actions listed in the MITRE report had been made for the most serious hazards identified, but Jones was unable to find the identified hazards. T. 329-30. Consequently, Jones decided that a hazard analysis would have to be done on each serious problem identified in the MITRE report. T. 330-31, 336. He also determined that the Safety Department needed to examine and redraw the "as-built" drawings so that there was an accurate blueprint from which to work. T. 331, 336. He sent a memo to Silvestri's executive assistant, Allen Reihman, to that effect. CX 57 (inset note).

   When Reihman met with Jones late in the day on September 13, 1994, Jones said that the hazard analyses involved a substantial process that could take six months, which would further delay hot operations at the Disposal Facility. T. 339-40. Reihman asked Jones to confirm that the Army expected EG&G to do the hazard analyses outlined by Jones.

T. 341. Reihman believed that it would be a duplicative effort for EG&G to resolve the MITRE report risks because the Army was working on it. T. 1685.

   Jones met immediately with PMCD engineer John Hanson, who said that the Army did not want hazard analyses, but rather that Jones was expected to sign a document "accepting" the MITRE report risks. T. 342. Jones was not comfortable about the legality of accepting the risks. Id.

   Jones next met with PMCD's Dave Jackson, who advised Jones not to worry about signing a risk acceptance document because it was unique to the Army and that they could "get around" an OSHA rule. T. 343. Although Jackson indicated that it was important to resolve the issue of accepting the risks listed in the MITRE report, Jones did not reach a resolution. T. 343-47. Jones was fired the next day. Silvestri, who made the discharge decision, testified that he was unaware of the MITRE report and related issues. T. 1059-60.

   Silvestri testified that he learned of two additional incidents after the counseling session that led him to decide to fire Jones. First, Silvestri heard that Jones told members of the Safety department that management had accused them of sleeping on the night shift. T. 1124-25. Silvestri considered this a "divisive thing to do" because staff members would not trust management. T. 1125.

   Second, Silvestri purportedly learned that a secretary, Patty Andrews, was looking for another job because Jones told her that Silvestri called her a "lazy bitch" because she did not answer the telephones. T. 1126. Silvestri denied calling Andrews that name. Id. According to Smith, the Andrews incident was the "straw that broke the camel's back" and led directly to the decision to fire Jones. T. 881; see also T. 1126-27 (Silvestri).

   On September 13, 1994, Smith called Jones to a meeting and fired him. T. 871. Smith admitted that he was acting on Silvestri's behalf, and that he had not formed an independent judgment about firing Jones. T. 896.

   I. EG&G's Constitutional Claim

   After briefing on the merits had concluded, EG&G filed a motion arguing that under the Seventh Amendment it has the right to a jury trial on this complaint. EG&G asserts that two of the remedies Jones seeks are legal in nature: compensatory and exemplary damages. It further contends that the rights Jones seeks to vindicate in his complaint are private rights, rather than public rights. Citing Granfinanciera, S.A. v. Nordberg,

492 U.S. 33 (1989), and Feltner v. Columbia Pictures Television, Inc., 118 S.Ct. 1279 (1998), EG&G contends that this case meets the Supreme Court's test for determining whether there is a constitutional right to a jury trial when a statutory right is assigned by Congress to a non-Article III forum, such as this Board.

"presumed" retaliation raised by a prima facie case, the inference "simply drops out of the picture," and "the trier of fact proceeds to decide the ultimate question." St. Mary's Honor Center, 509 U.S. at 510-11; Carroll v. Bechtel Power Corp., Case No. 91-ERA-46, Final Dec. and Order, Feb. 15, 1995, slip op. at 11 and n.9, aff'd Carroll v. United States Dep't of Labor, 78 F.3d 352 (8th Cir. 1996). In this case, however, EG&G challenges each element that forms the basis for the ALJ's finding that EG&G retaliated against Jones because he engaged in protected activities. Therefore, we will first examine the evidence supporting the elements of Jones's claim to determine whether Jones engaged in protected activity. Our analysis then will turn to a second element that must be present for a complainant to prevail in a discrimination case, whether the employer (i.e., EG&G) knew of the protected activity. Finally, before considering remedies, we assess the relative strength of Complainant's evidence of retaliation compared with EG&G's claim that it had a legitimate, non-discriminatory basis for terminating Jones.

A. Protected Activities

   Protected activities include employee complaints that "are grounded in conditions constituting reasonably perceived violations of the environmental acts." Crosby v. Hughes Aircraft Co., Case No. 85-TSC-2, Sec. Dec. and Ord., Aug. 17, 1993, slip op. at 26, aff'd Crosby v. United States Dep't of Labor, 1995 U.S. LEXIS 9164 (9th Cir.); Johnson v. Old Dominion Security, Case Nos. 86-CAA-3, et seq., Sec. Final Dec. and Ord., May 29, 1991, slip op. at 15. Employee complaints about worker health or safety may be protected under the environmental acts if they "touch[ ] on public safety and health, the environment, and compliance with the [environmental acts]." Scerbo v. Consolidated Edison Co., Case No. 89-CAA-2, Sec. Dec. and Ord., Nov. 13, 1992, slip op. at 4-5. But when a complaint is limited solely to an occupational hazard, it is not protected under the environmental acts. Minard v. Nerco Delamar Co., Case No. 92-SWD-1, Sec. Dec. and Rem. Ord., Jan. 25, 1995, slip op. at 9; see also Aurich v. Consolidated Edison Co., Case No. 86-ERA-2, Sec. Rem. Ord., Apr. 23, 1987, slip op. at 3-4.

   EG&G contends that Jones cannot prevail because his asserted protected activities concerned worker safety and compliance with Army regulations, but not the environmental acts or the regulations implementing them. The company argues that Jones's activities involved only "speculative impacts to the environment." Brief of Respondent (Resp. Br.) at 6.

   Jones has both general and specific rebuttals to EG&G's contention. He argues that in view of the hazardous nature of a nerve gas incinerator, there is an "inevitable overlap between safety concerns and environmental concerns" such that

it renders nearly all of his employment activities as Safety Manager protected under the environmental acts. Brief of Complainant (Comp. Br.) at 7. The ALJ agreed with this contention:

Were internal reporting of safety concerns and procedures at the specific industries covered by RCRA and TSCA, which can affect public safety and health, excluded from these Acts' whistleblower protections it would serve to stifle raising internal safety concerns, concerns which can affect the environment under these statutes. It would stifle the raising of safety and safety procedure concerns as serious in their impact and effect on the public health and the environment as those in the nuclear industry[,] albeit not as widespread. *** Here the internal reporting of safety concerns and the questioning of safety procedures by the Safety Manager in this chemical weapons incinerator, uniquely and solely controlled by and subject to [the] military, more than touches on compliance with the environmental statutes under which his whistleblower complaint is brought. Such actions are the essence of assuring that a military facility with [the Disposal Facility's] purpose, handling the unique toxic chemicals and hazardous wastes it handles and solely controlled by the military and by its contractor under a military contract, comply with RCRA, TSCA and CAA.

RD at 58.

   We agree with the ALJ's finding that many of Jones's activities and complaints were protected under the environmental statutes because they pertained generally to the risk of an emission of toxic substances from a dangerous instrumentality, i.e., an incinerator for destroying military chemical agents (including nerve gas). RD at 58. Like nuclear power plants, chemical agent incinerators have a great potential of harming the public in the event of a serious accident or defect, as was noted in a decision involving the Tooele Disposal Facility, Chemical Weapons Working Group v. Dep't of the Army, 101 F.3d 1360, 1362 (10th Cir. 1996) (denying motion for stay pending appeal of denial of preliminary injunction) (Lucero, dissenting):

Appellants' claims appear facially substantial. They assert that since August 13, 1996, the date of the district court's denial of the preliminary injunction, nerve agent has leaked into non-agent areas at Johnson Atoll Chemical Agent Destruction System (a prototype facility upon which the Tooele Chemical Agent Disposal Facility is modeled), and has been discovered in non-airtight filter vestibules at [the Tooele Disposal Facility]; decontamination fluid has leaked through cracks in a concrete floor above an electrical wiring and equipment room at [the Tooele Disposal Facility]; and the slag removal system in the liquid nerve agent incinerator malfunctioned at [the Tooele Disposal Facility], leading to operation shutdown. This list is non-exhaustive.

* * *

In my mind, the issues presented for our consideration and their potential effect upon the public and the environment are far too important to dispose of them by summary denial. (Emphasis added).

   Jones does not rely solely on the general argument that his work activities inherently involved environmental safety concerns, but also contends that several of his activities constituted reasonably perceived violations of the environmental acts: (l) shutting down the MSB Lab for improper venting of dilute chemical agent, (2) notifying the fire department of a leak in a hydrogen cylinder, (3) submitting an internal audit identifying deficiencies in the program, and (4) advising managers and PMCD of the need for comprehensive risk analyses and safety reviews to address hazards identified in the MITRE report, which he also refused to certify as "acceptable." Comp. Br. at 8. We address these activities in turn to determine whether they constitute protected activity under the environmental statutes.

   1. MSB Lab Shutdown

   Citing Jones's written memoranda on the MSB Lab, which mentioned only an Army regulation, EG&G contends that Jones was not expressing concerns about violations of environmental statutes or regulations when he closed the Lab temporarily. Resp. Br. at 12-13. EG&G argues further that there is no evidence "that Silvestri had any understanding that Jones's concerns went beyond the requirements" of the Army regulation. Id. We disagree.

   Jones observed that Lab personnel were venting agent directly into the atmosphere through hoods that did not have charcoal filters or stickers certifying that the amount of air flow was sufficient. T. 154. Jones asked Lab supervisor Martin Morse whether the MSB Lab had special authority to operate in that manner, since it was not consistent with other Army laboratories that handled chemical agents. T. 154-55. Jones specifically asked why the MSB Lab handled chemical agent in an unfiltered hood, when there were several other laboratories at the Tooele complex that had filtered, certified hoods. T. 156.

   Several of the chemical agents handled in the MSB Lab are covered under TSCA and RCRA. RD at 14. Therefore, when Jones expressed concern about military chemical

agent being vented directly into the atmosphere, he clearly expressed concerns that touched on the public's environmental safety.

   The fact that Jones expressed concern about a violation of an Army regulation does not negate the environmental concerns he also expressed when the lack of charcoal filters and air flow certification on the hoods was raised with personnel from PMCD and EG&G. Where a complainant has a reasonable belief that the respondent is violating the environmental laws, any other motives he or she may have had for engaging in protected activity are irrelevant. See Diaz-Robainas v. Florida Power & Light Co., Case No. 92-ERA-10, Sec. Dec. and Rem. Ord., Jan. 10, 1996, slip op. at 8 (concerning a violation of the Energy Reorganization Act) and cases there cited. Jones's actions with regard to the MSB Lab constituted protected activity. We agree with the ALJ's similar finding. RD at 60.

   2. Reporting Hydrogen Leak to Fire Department

   EG&G argues that Jones's concern with the leaking hydrogen cylinder was covered by the Occupational Safety and Health Act (OSHA) and therefore did not arise under the environmental acts. Resp. Br. at 13. In addition, EG&G maintains that Jones did not express to Silvestri the fear of an emission that would violate the environmental acts. Id. at 14.

   Jones testified that he believed the hydrogen leak could lead to an explosion that would destroy the MSB building, in and around which numerous hazardous chemical agents were stored. T. 173. We take judicial notice that hydrogen is a highly flammable gas. See Nathaniel v. Westinghouse Hanford Co., Case No. 91-SWD-2, Sec. Dec. and Ord., Feb. 1, 1995, slip op. at 2-3 n.2, 8 n.7, and 9 (discussing need for a spark free environment where hydrogen gas is present). It therefore required no speculation on Jones's part to understand that a hydrogen leak in the vicinity of stores of toxic chemicals posed a hazard of emissions to the general environment outside the plant. Like the ALJ, RD at 60, we therefore find that Jones's decision to summon the fire department about the hydrogen leak was a protected activity under the environmental acts.    3. Internal Audit

   In the executive summary of the internal audit he submitted to Silvestri, Jones stated that there was a deficiency in the Disposal Facility's Chemical Accident/Incident Response and Assistance Plan (CAIRA Plan), also known as an Emergency Preparedness (EP) Plan. RX 36; T. 220. The EP plan was required under the RCRA. T. 225, 2053. Therefore, when Jones identified a deficiency in the EP plan, he raised an environmental concern under the RCRA. We agree with the ALJ's view that the submission of the internal audit summary was a protected activity. See RD at 60.

   4. Activities Concerning the MITRE Report

   The MITRE report identified deficiencies in the design, piping, valves, flanges, and machinery at the Disposal Facility. T. 326. The report identified 150 hazards of imminent catastrophic severity, called "RAC 1." T. 328. For many of the RAC 1 hazards, there was a risk of a release of toxic chemical agents into the atmosphere. T. 342; CX 56 at 363-366, 376-389.

   Having been directed by the Army to incorporate the MITRE report findings into the Disposal Facility's Safety System Plan, CX 55, 57, Jones determined that he must perform a hazard analysis on each RAC 1, which included updating the "as-built" drawings for the plant. T. 330-331. Jones reported the necessity of hazard analyses to his superiors at EG&G. This report constituted protected activity because the analyses likely would lead to repairs or changes in the plant that would diminish the likelihood of a release of toxic chemicals into the atmosphere. See Crosby v. Hughes Aircraft Co., Case No. 85-TSC-2, Sec. Dec. and Ord., Aug. 17, 1993, slip op. at 28 (indicating that a complaint about a problem in a computer program would be a protected activity under the environmental statutes if the program "could cause the emission of a harmful element into the environment"), aff'd sub nom. Crosby v. United States Dep't of Labor, 1995 U.S. App. LEXIS 9164 (9th Cir. Apr. 20, 1995).

   In response to Jones's notice about the need for hazard analyses, PMCD informed him that he must sign a document indicating that all of the RAC 1 deficiencies identified in the MITRE report were "acceptable." Jones did not sign because he believed that it might not be "legal" to accept those risks. This declination also constituted a protected activity, because Jones in effect was pressing the need to correct deficiencies so as to diminish the likelihood of a catastrophic release of toxic chemicals into the atmosphere. See Abu-Hjeli v. Potomac Elec. Power Co., Case No. 89-WPC-1, Sec. Final Dec. and Ord., Sept. 24, 1993, slip op. at 12 (complainant engaged in protected activity when he informed managers about his doubts concerning the validity of studies that could be used to support licenses or permits issued under the Clean Water Act). We join in the ALJ's similar finding that Jones's activities concerning the MITRE report were protected under the environmental acts. RD at 61.

B. EG&G Was Aware of Jones's Protected Activities

   EG&G contends that its managers did not know the basis of Jones's protected activities under the environmental acts and their regulations. EG&G concedes that there is an overlap between Jones's job as Safety Manager and the environmental regulations promulgated under the RCRA, but nevertheless contends that "the mere fact that certain safety and environmental regulations might overlap is of little evidentiary value unless Jones actually engaged in protected activity by raising a concern about environmental regulations

that was perceived as such by EG&G." Resp. Br. at 7. In support of its assertion that EG&G managers were unaware that Jones had raised environmental concerns, EG&G specifically points to Silvestri's lack of personal experience in environmental compliance as the reason why he perceived Jones's concerns as relating only to OSHA workplace safety rules and Army regulations. Resp. Br. at 7-8.

   We reject EG&G's claim that Silvestri was not aware that Jones raised concerns about environmental problems as being inconsistent both with the relevant facts and law. With regard to EG&G's assertion that in fact Silvestri did not perceive Jones' concerns as having an environmental component, Resp. Br. at 7-8, we note that the Army regulation that Jones cited in his memoranda about the MSB Lab shut down concerned the level of environmental protections, including charcoal filters on hoods, needed in a laboratory handling military chemical agents. T. 154. Such a filter is for the benefit of the environment outside the plant, where the air is vented. The employees working in the lab do not receive a benefit from the charcoal filter other than as members of the community at large who breathe the air outside the Disposal Facility. Because Silvestri was aware that Jones had questioned EG&G's compliance with the Army regulation, it is clear that EG&G's management in fact was aware of Jones's environmental concerns.

   More important legally, however, the environmental acts do not require that a complainant articulate each statute or regulation that potentially could be violated because of a defect or safety issue about which he complains. Indeed, for an employee's complaint to be protected, there is no requirement of a showing that an actual violation of an environmental statute would have occurred. Minard, supra, slip op. at 24. Rather, a communication about a hazard or defect is sufficient where the complainant reasonably has perceived a violation of the environmental acts or regulations. Crosby, supra, slip op. at 26.

of 1963. See Carroll v. Bechtel Power Corp., Case No. 91-ERA-0046, Sec. Dec., Feb. 15, 1995, slip op. at 9-10, aff'd, 78 F.3d 352 (8th Cir. 1996). The question to be decided in this case is whether Jones has demonstrated by a preponderance of the evidence that his termination by EG&G was in response to his protected activity. See St. Mary's Honor Center v. Hicks, 509 U.S. 502 (1993); Odom v. Anchor Lithkemko/Int'l Paper, Case No. 96-WPC-00001, Case No. 96-WPC-01, Oct. 10, 1997, slip op. at 3. The finding that there is an illegitimate motive requires direct evidence "showing a specific link between an improper motive and the challenged employment decision." Carroll, 78 F.3d at 357.

   If Jones has demonstrated that a retaliatory motive contributed at least in part to his termination, and if EG&G also has proven that a non-discriminatory motive played some role in its decision (i.e., if the trier of fact finds that dual motives existed), then it is EG&G's burden to demonstrate by a preponderance of the evidence that it would have terminated Jones for the legitimate reasons alone. Price Waterhouse v. Hopkins, 490 U.S. 228 (1989); Mt. Healthy City Sch. Dist. Bd. of Ed. v. Doyle, 429 U.S. 274, 287 (1977); Odom, supra.

   The ALJ found that Jones demonstrated by a preponderance of the evidence that the reasons EG&G cited for discharging him were pretextual, RD at 136, and we agree. We also find that Jones established by a preponderance of the evidence that the real reason for his discharge was his engaging in protected activities.

that its decision to discharge Jones was in accord with this policy. Under a dual motive analysis, we shall analyze both the credibility and the weight of the evidence to determine if EG&G established that it would have discharged Jones for legitimate reasons even if he had not engaged in any protected activities.

   In summary, we find that Jones was fired in violation of the whistleblower provisions of the environmental acts. Jones engaged in a variety of protected activities that were known to EG&G, and we find that the record shows that these protected activities formed the primary motivation in EG&G's final decision to discharge him. Although EG&G has argued that it would have terminated Jones for legitimate, non-discriminatory reasons, we find that the evidence in support of this claim is debatable and weak, and the EG&G has not demonstrated by a preponderance of the evidence that it would have acted to remove Jones even in the absence of his protected activities.

   Under the whistleblower provisions of the environmental acts, a successful complainant is entitled to affirmative action to abate the violation, including reinstatement to his former position, back pay, costs, and attorney fees. E.g., 42 U.S.C. §7622(b)(2)(B) (1994) (CAA). In addition, compensatory damages are mandatory under the TSCA, 15 U.S.C. §2622(b)(2)(B)(iii), and may be awarded under the CAA, 42 U.S.C. §7622(b)(2)(B), and the RCRA. 42 U.S.C. §6971(b) (1994). The TSCA also provides that the complainant may be awarded exemplary damages "where appropriate." 15 U.S.C. §7622(b)(2)(B)(iv).

A. Reinstatement

   1. Severance Pay is Deducted from Back Pay

   EG&G contends that the back pay award should be reduced by the amount Jones received as severance pay. Resp. Br. at 34. We concur. Any severance payments EG&G made to Jones shall be deducted from the amount of back pay owed. Creekmore, supra, slip op. at 19; McCuistion v. Tennessee Valley Auth.,Case No. 89-ERA-6, Sec. Dec. and Ord., Nov. 13, 1991, slip op. at 24.

   2. Jones Mitigated His Damage by Seeking Other Employment and Undertaking Self Employment

   Victims of employment discrimination have the duty to mitigate their damages by seeking suitable employment. Doyle, supra, slip op. at 6, citing Booker v. Taylor Milk Co., Inc., 64 F.2d 860, 864 (3d Cir. 1995) (under Title VII). Back pay awards are reduced by interim earnings or by an amount earnable with reasonable diligence. Id.

1994, took possession in January 1995, and reported no salary or income from the business in 1994 and 1995.

    EG&G contends that after too short a job search, Jones unreasonably chose to gamble on "risky" self employment and thus failed to mitigate his damages. Resp. Br. at 38. But "self employment can constitute employment for purposes of mitigating damages, as long as the self employment was a reasonable alternative to finding other comparable employment." Smith v. Great American Restaurants, Inc., 969 F.2d 430, 438 (7th Cir. 1992); accord, Hoffman v. Bossert, Case No. 94-CAA-4, ARB Fin. Dec. and Ord., Jan. 22, 1997, slip op. at 5.

   The respondent has the burden of showing that Jones's self employment was an unreasonable withdrawal from the job market. Hoffman, slip op. at 5. EG&G provided no evidence to support its contention that the business Jones entered was so risky that it was not a reasonable choice. The ALJ found that "[t]here is no indication in what is presented that Jones's efforts in this business activity are not directed to ultimately realizing a profit to replace income destroyed by his EG&G firing and the firing's effects on any currency he had in his lifetime Safety career." RD at 138. As the ALJ explained, it is reasonable that it take some time to develop a business to the point of profitability. Id. In addition, one aftermath of his firing was that Jones had a poor credit rating, which hampered him in borrowing funds for his new business and promoting its profitability. Id.

   On the record evidence, we find that EG&G did not meet its burden of establishing that Jones's self employment constituted failure to mitigate his damages. See Hoffman, slip op. at 4-5 (in absence of evidence to the contrary, complainant fulfilled duty to mitigate by undertaking self employment in a landscaping business from which he earned no income). Therefore, the full amount of back pay should continue until reinstatement or Jones's declination of a bona fide offer of reinstatement, unless Jones's business enterprise has become profitable in the time since the hearing, as we discuss below.

   3. There is No Double Recovery

   EG&G argues that the ALJ apparently did not consider several factors related to valuing Jones's business that must be considered so as to prevent double recovery. Resp. Br. at 39. The record is clear that, as of the time of the hearing, Jones and his wife had not taken any salary from the appliance repair business and the business itself had not earned any profit. See RD at 138 and T. 773 (the only salaries paid by Jones's business were those of other employees, not Jones or his wife, and the company earned no profits in 1994 or 1995). However, we note that the record on this issue ends with the 1996 hearing.

   In establishing the exact amount of back pay owed, EG&G may ask Jones to provide copies of federal income tax returns for himself and his business (if any) so that EG&G may ascertain whether Jones has taken any salary or whether the business has earned any profit since 1995. If EG&G asks for these documents, Jones shall have the duty to provide them. Should any such records reveal that, since the hearing, Jones has taken a salary or the business has earned a profit, EG&G shall deduct the amount of salary and/or profit from the amount of back pay owed.

C. Compensatory Damages

   The ALJ ordered EG&G to pay compensatory damages for his equity losses in rental properties on which foreclosure occurred, for the loss of his good credit rating, and for "pain and suffering incurred in the loss of his professional reputation and vocational abilities, embarrassment in repossessions, foreclosures and ruined credit, and for inability to supply his family's financial needs." RD at 140-41. EG&G contends that Jones did not provide sufficient evidence to show that his discharge was the proximate cause for any of the losses for which the ALJ awarded compensatory damages. We consider here each of the elements of the ALJ's recommendation regarding compensatory damages.

   1. Lost Equity on Rental Properties

addition, he has been unable to obtain loans to allow him to purchase and sell new appliances. Id.

   Injury to a person's credit standing is a basis for awarding compensatory damages in employment discrimination cases. See Migis v. Pearle Vision, Inc., 135 F.3d 1041, 1053 (5th Cir. 1998) (noting that under EEOC guidelines, such injury is compensable in Title VII cases). As EG&G acknowledges, Jones's credit reports show many defaults in payments about one year after his discharge from EG&G. Resp. Br. at 45; CX 81. Although EG&G found evidence of two credit card debts charged off as bad debt prior to the discharge, Resp. Br. at 45, there are far more similar entries in Jones's credit report after the discharge. We find that there was a very significant deterioration in Jones's credit report after the discharge.

   The deterioration in Jones's credit rating, coupled with Jones's testimony regarding his lack of success in obtaining loans for his business, usually would be sufficient evidence to merit compensation for injury to his credit standing. In this case, however, the loans that Jones was unable to obtain were for the appliance repair business. The back pay we have awarded will compensate Jones fully for the years when he was unable either to take a salary or earn any profit from the appliance business. Consequently, we will not make a separate and additional award for injury to credit standing in this case. We will, however, consider the injury to credit standing in awarding damages for pain and suffering.

   3. Pain and Suffering

   EG&G attacks the $50,000 award for pain and suffering on the ground that Jones did not provide proof of the existence or magnitude of his emotional distress. Resp. Br. at 46. The company points out that Jones's testimony was not corroborated by that of family members or a mental health expert. Id. at 47.

   Although the testimony of health professionals may strengthen the case for entitlement to compensatory damages, it is not required. Busche v. Burkee, 649 F.2d 509, 519 n.12 (7th Cir. 1981), cert. denied, Burkee v. Busche, 454 U.S. 897 (1981); Thomas v. Arizona Public Service Co., Case No. 89-ERA-19, Sec. Final Dec. and Ord., Sept. 17, 1993, slip op. at 27-28. All that is required is that the complainant "show that he experienced mental and emotional distress and that the wrongful discharge caused the mental and emotional distress." Blackburn v. Martin, 982 F.2d 125, 131 (4th Cir. 1992), citing Carey v. Piphus, 435 U.S. 247, 263-64 and n.20 (1978).

   Nor is testimony from family members always necessary for entitlement to compensatory damages. In another case involving a complainant's loss of a job in his long standing profession, the Board ordered substantial compensatory damages based solely upon the testimony of the complainant concerning his embarrassment about seeking a new job, his

emotional turmoil, and his panicked response to being unable to pay his debts. Creekmore, supra, slip op. at 24-25; see also Crow v. Noble Roman's, Inc., Case No. 95-CAA-08, Sec. Final Dec. and Ord., slip op. at 4 (complainant's testimony sufficient to establish entitlement to compensatory damages).

   Jones described his emotional reaction to the loss of his job and income from EG&G:

The toughest part of being fired for me is not being able to work in the career field that I chose. As long as this cloud -- I feel a cloud is hanging over me -- it's impossible for me to do that. I've had to do a job basically repairing used appliances, trying to make ends meet, trying to provide food.

T. 458. He also testified that in the aftermath of his discharge, he experienced significant embarrassment when his neighbors witnessed the repossession of his car from his home and when customers saw the repossession of his truck from the appliance repair shop. T. 454.

   Another consequence of his discharge was loss of medical coverage, which prevented his wife from having a planned operation to restore hearing in one ear that was totally deaf. The operation was necessary because of deterioration in the hearing in her "good" ear. T. 458-59. In addition, Jones was not able to continue providing financial support to two stepdaughters who were attending college. T. 459. Here we also consider the evidence of injury to Jones's credit standing. Prior to the discharge, he always was able to obtain loans; afterward, he was not. T. 457.

objects that "[a] one dollar pecuniary award is simply not adequate either to punish EG&G or deter it from its illegal activities." Comp. Reply Br. at 44.

   The Secretary has found that awards of exemplary damages "serve in punishment for wanton or reckless conduct to deter such conduct in the future." Johnson v. Old Dominion Security, Case Nos. 86-CAA-3, 4, 5, Sec. Final Dec. and Order, May 29, 1991, slip op. at 29. According to the Restatement (Second) of Torts § 908 (1979), the relevant inquiry is whether the wrongdoer demonstrated reckless or callous indifference to the legally protected rights of others, and whether the wrongdoer engaged in conscious action in deliberate disregard of those rights. As the Secretary has explained, the requisite "state of mind" is comprised both of intent and the resolve actually to take action to effect harm. Johnson, slip op. at 29.

three environmental acts when it counseled and discharged Jones. It is ORDERED that EG&G:

   1. Reinstate Jones to his former position as Safety Manager at the Tooele Disposal Facility with identical wages, benefits, and conditions of employment.

   2. Pay Jones back pay from the date of termination to the date of reinstatement, or declination of a bona fide offer of reinstatement. Any severance payments EG&G made to Jones shall be deducted from the amount of back pay owed. EG&G shall pay prejudgment interest on the back pay award at the interest rate set forth in 26 U.S.C. §6621.

   3. Pay Jones compensatory damages of $50,000.