New Jersey’s Conscientious Employee Protection Act (CEPA) protects employees from adverse action after he or she reports illegal or unethical activity. There are several elements to a CEPA claim, including a reasonable belief that the employer was engaging in unsavory acts. The United States District Court for the District of New Jersey recently analyzed what constitutes sufficient evidence of a reasonable belief an employer is engaging in prohibited activity, in case in which it found sufficient evidence for the case to withstand summary judgment. If you faced adverse employment action, including termination, after you engaged in protected whistleblower activity, you should meet with a seasoned New Jersey whistleblower attorney to discuss your case and what you must show to recover damages.
The Plaintiff’s Employment with the Defendant
The plaintiff accepted a position with the defendant to work as a regional manager. The defendant is a company that sells and designs business solutions and infrastructure functions for hospitals. The defendant also sponsors conferences that provide courses for healthcare providers to learn new strategies for the utilization of the defendant’s products. The defendant alleges it had concerns from the onset of the plaintiff’s employment, regarding the plaintiff’s responsiveness and level of engagement with his team. The plaintiff refutes these allegations.