Yes. Under New Jersey’s whistleblower law, the Conscientious Employee Protection Act (CEPA), an employee who objects to an employer’s illegal, unsafe, or fraudulent conduct is still protected even if he or she ultimately engages in the illegal activity. The courts recognize that objecting to the law-breaking is enough and that most people will feel pressured by their bosses to do as they are told or lose their jobs.
For more information, please read Are You Considered a Whistle-blower If Your Boss Makes You Break the Law.
March 17, 2010 – Paul Castronovo – Castronovo & McKinney – New Jersey Whistleblower Lawyers
About the Author
Tom McKinney is an experienced NJ Employment Lawyer in all major areas of labor and employment law, including discrimination, harassment, overtime violations, wage and hour claims, sexual harassment, wrongful discharge, Title VII, ADA, ADEA, FMLA, LAD, FLSA, and all other employment law claims. Tom is admitted to practice in the States of New Jersey and New York, United States District Court for the Eastern District of New York, Southern District of New York, District of New Jersey, and United States Court of Appeals for the Third Circuit. Prior to forming the firm, Tom practiced at Gibbons P.C. in Newark, NJ. If you have any questions regarding this article, contact Tom here today.
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