EMPLOYMENT LAW
Whistleblower Retaliation and Wrongful Termination Attorneys

What is a Whistleblower?
Simply put, a whistleblower is a person (usually an employee) who informs on a person or organization engaged in an illicit activity. In most cases, a whistleblower reports on fraud, waste, abuse, corruption or dangers to public health and safety to someone in a position to rectify the wrongdoing.
Whistleblowers have been known to expose illegal and secret practices at big businesses, or in the political realm. Some of the most famous whistleblowers are Mark Felt (Watergate), Edward Snowden (NSA) and Linda Tripp (Clinton/Lewinsky scandal). While these cases spotlight whistle blowing on a national level, illegal activities can happen in any business atmosphere.
What is Whistleblower Retaliation?
Whistleblower retaliation is when an employer seeks to punish an employee for a protected activity, such as reporting on a safety concern, illegal actions, or reporting an injury. Examples of retaliation can include termination, demotion, job transfers or any form of intimidation, abuse or harassment.
An employer can’t fire employees for reporting illegal or harmful activities. If an employer takes adverse action against a worker after they report something, this is considered unlawful retaliation or employment violation. Federal law protects employees from whistleblower retaliation after they have reported unlawful activities or if they are participating in an investigation regarding an employer. Under the Conscientious Employee Protection Act (CEPA), an employee cannot be terminated in retaliation for the following acts that are considered whistleblowing:
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- Disclosing activities, policies, or practices in that workplace that are believed to be fraudulent, criminal or illegal acts. The employee may report these acts to a supervisor or law enforcement agency.
- Providing information or testimony regarding an investigation into an employer’s violation of law
- Objection to participation in an activity or policy that the employee believes to be illegal or fraudulent
There are some requirements that an employee must follow under the CEPA. The employee must first disclose the alleged employment violation to a supervisor and allow for the opportunity for the violation to be rectified or corrected. The disclosure should be made in writing and there are only two exceptions to this requirement: if the employee is certain that the supervisor already has knowledge of the employment violation and hasn’t acted, or, if the employee fears physical harm in retaliation for the disclosure.
It is also important to note that “reasonable belief or suspicion” of an employment violation of the law is enough for an employee to file a complaint. If it turns out that the employer has not been committing illegal acts, the employee is still protected from whistleblower retaliation.
EMPLOYMENT VIOLATIONS: Whistleblower Rights
As an employee, you have the right to file a whistleblower compliant if you believe your employer has unfairly retaliated against you for whistleblowing. The process can be confusing and also time sensitive, so it is advisable consult an experienced attorney to know the full extent of your rights when you believe and employment violation has occurred.
Under CEPA, an employee has the right to file a lawsuit if a retaliatory action has been taken against them. This is a time sensitive process, and the claim must be filed within one year of the retaliatory action. If a wrongful termination or other employment violation has occurred, an employee may be entitled to compensation such as reinstatement, or recovery of lost wages.
Why Choose Us for Your Whistleblower Retaliation or Wrongful Termination Claim
- Compassionate legal counsel with experienced whistleblower know‑how
- Skilled in New Jersey law—CEPA, state FCA, federal FCA, whistleblower statutes
- Deep trial and negotiation experience
- Offices in Freehold & Toms River serving clients throughout New Jersey
Contact Davison Eastman Muñoz Paone, P.A. Today
Take a Stand — Your Future Is Worth It
If you’re facing whistleblower retaliation, wrongful termination, or workplace pressure for speaking out, you don’t have to face it alone. Let us evaluate your case, protect your rights, and fight for your future. For more information about your rights in relation to whistleblower retaliation, employment violation or wrongful termination, contact us today.
Call (732) 462-7170 or schedule a confidential consultation online.
We have offices in Freehold (Monmouth County), NJ and Toms River (Ocean County), NJ.

BUSINESS LAW & LITIGATION
FREQUENTLY ASKED QUESTIONS ABOUT WHISTLEBLOWER RETALIATION
What kinds of reports are protected under CEPA?
CEPA is designed to shield and protect employees who report or refuse to participate in practices they reasonably believe are illegal, unethical, or harmful to public interest.
How long after retaliation can I file a claim?
There are different timelines thus timing is crucial—contact us right away if you feel you are a victim of whistleblower retaliation or wrongful termination.
Can I recover lost pay and emotional distress?
CEPA can allow recovery of back pay, future wages, punitive damages, emotional distress, and legal fees for victims of whistleblower retaliation; FCA cases may also offer a percentage of recovered funds.
What if I'm still employed and worried about reporting?
You can file “internal CEPA” complaint(s)—even if you haven’t lost your job yet. We guide confidentially and strategically to minimize risk.
Do wrongful termination and whistleblower claims overlap?
If you believe you lost your job for reporting misconduct, yes, it is possible to proceed with both wrongful termination (under CEPA) and whistleblower retaliation claims depending on cause.

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