Fortunately, an employee does not have to have incontrovertible evidence that an employer is conducting or has formerly participated in illegal activity. CEPA protects employees who believe in good faith at the time of their report that the reported activity may have been illegal or fraudulent. If, however, an employee files an intentionally false CEPA claim, they may be liable to their employer for the costs associated with defending the claim.
A whistleblowing plaintiff who successfully proves a claim for discrimination or retaliation in violation of CEPA may pursue a variety of remedies under New Jersey law. These include:
If you suspect your employer is engaging in illegal activity or have evidence of wrongdoing, you should speak to a lawyer as soon as possible. Consulting with an experienced attorney can help you protect yourself from unlawful retaliation as you pursue justice for your claims.