Reacting To Whistleblower Retaliation

When employees report the illegal activities of their employer, there are important state and federal legal issues that must be considered. Employees are protected from retaliation because of reporting, but employers also have options in terms of termination and status changes in order to manage these difficult situations.

At Piro Zinna Cifelli Paris & Genitempo LLC, you will find a law firm with qualified and extensive experience representing employees and employers, including corporations and public entities, in disputes involving employment law and claims of illegal activities.

Whistleblower Protection Lawyers

Whether you are a factory worker who has witnessed discrimination or harassment by your boss or other management, or an executive who has discovered or disclosed fraudulent activity, you have the right to report your employer's misconduct without fear of retribution. The New Jersey Conscientious Employee Protection Act (CEPA) protects employees who object to and refuse to participate in the unlawful, fraudulent or unethical activities of their employers.

What If I'm Still Working There?

If you are still employed and are confronted with illegal actions by your employer, we can help you follow appropriate protocol and collect necessary documentation as you work with the proper authorities. Depending on your situation it may be necessary to work with state or federal law enforcement and investigation teams. It is important to consult with an attorney as soon as possible so that you understand your rights in this delicate situation.

After learning about your situation and reviewing the facts and circumstances, we will provide an honest evaluation of your case to determine whether you have a cause of action or to build a defense against a claim. We understand the complex nature of whistleblower cases, and we will work to protect your rights. Our Northern New Jersey whistleblower retaliation law firm is experienced with employer retaliation claims involving:

  • Creation of a hostile work environment
  • Demoting a worker or reassignment of a worker's job duties without justification
  • Negative performance reviews that are not based on facts
  • Excluding an employee from essential meetings or not providing necessary information

We have experience representing employees who have been terminated in retaliation for refusing to participate in wrongful conduct by their employer, as well as employees who have faced adverse actions for reporting such activities. Following your wishes and direction, we will work toward a negotiated settlement for compensation or take your case through litigation when necessary.

To learn more about your rights or to schedule a consultation, contact our office via email, or call our office at 973-542-2766.