Certain Federal laws, and the New Jersey Conscientious Employee Protection Act (called “CEPA”) make it against the law for an employer to take adverse employment actions against the employee because the employee has disclosed, objected to, or refused to participate in activity the employee reasonably believes to be unlawful or fraudulent.
Many times, employees witness such unlawful or fraudulent conduct and are even asked to do unlawful or fraudulent things on behalf of their employer. CEPA is a very progressive and broad law designed to prevent employers from engaging in unlawful or fraudulent conduct.
An employee may not be terminated, demoted, mistreated, or harassed by an employer because the employee: 1) discloses or threatens to disclose (to either a supervisor or to a public body) a policy or practice of the employer that the employee “reasonably believes” is unlawful or fraudulent; 2) objects to or refuses to participate in any practice which the employee “reasonably believes” is a violation of law, fraudulent or criminal, or violates a clear mandate of public policy.
Employees who are terminated or subjected to some other adverse employment action because the “blow the whistle” on their employer are afforded a cause of action against the employer. Our firm has substantial experience representing individuals who have been retaliated against for objecting to, reporting, or refusing to participate in the unlawful practices of their employers. If you feel that you have been the victim of sexual harassment or a hostile work environment, please contact our office for immediate attention at 1-888-GINARTE