This bill, titled the "Offshore Oil and Gas Worker Whistleblower Protection Act," aims to provide robust whistleblower protections for individuals working in the offshore oil and gas industry. It covers employees involved in exploration, development, production, transportation, oil spill cleanup, emergency response, and environmental activities on the Outer Continental Shelf. The legislation prohibits employers from discharging or discriminating against these workers for engaging in protected activities. Protected activities include providing information about violations of the Outer Continental Shelf Lands Act to employers or government officials, testifying in proceedings, or assisting in investigations. Employees are also protected for objecting to or refusing to participate in activities they reasonably believe violate the Act, or for reporting illnesses, injuries, unsafe conditions, or concerns about oil spill response plans. Crucially, workers can refuse to perform duties or exercise stop-work authority if they reasonably believe it could lead to injury, health impairment, or an oil spill. A covered employee who believes they have faced retaliation can file a complaint with the Secretary of Labor within 180 days of the alleged violation. The Secretary must then initiate an investigation within 90 days to determine if there is reasonable cause to believe a violation occurred. Both the complainant and employer are given opportunities to present evidence and respond during this process. If reasonable cause is found, a preliminary order for relief may be issued. Parties can object to findings or preliminary orders and request a hearing before an administrative law judge. If no hearing is requested, the preliminary order becomes final. The Secretary of Labor can enforce preliminary reinstatement orders in district court. If a violation is confirmed, the administrative law judge can order the employer to take affirmative action, reinstate the complainant with double back pay and interest, expunge derogatory references, and provide compensatory and exemplary damages. The Secretary can also assess attorney and expert witness fees against the employer. If the Secretary fails to issue a final decision within 330 days, the complainant may bring a de novo action in federal court, seeking similar relief. The bill mandates that employers post notices explaining employee rights and provide training to covered employees within 30 days of employment and annually thereafter. It also requires the Secretary of Labor to designate officials to receive, investigate, and adjudicate complaints, ensuring that these protections are effectively implemented and enforced.