Employees who blow the whistle on corporate misdeeds have extra time to file retaliation complaints under the Conscientious Employee Protection Act (CEPA), thanks to a recent ruling by the New Jersey Superior Court, Law Division.
The court decided that a 90-day notification requirement under the New Jersey Tort Claims Act (TCA) does not apply to CEPA complaints.
The court noted that the intent of TCA—to settle tort cases efficiently—is very different from the intent of CEPA, which protects civil rights.
In another recent ruling, the New Jersey Supreme Court extended whistle-blower protections to some independent contractors.
What it means: Many companies successfully defend themselves against claims of misconduct only to be tripped up when whistle-blowers charge retaliation. Beware of any adverse actions against employees in the wake of a protected complaint.
- How to Fire an Employee the Legal Way: 6 Termination Guidelines
- Poor performance or disability discrimination? Keep good records to prove you're not biased
- Radical change to worker's schedule lets him win unemployment benefits
- Remember the WARN Act when making reductions in force
- West Palm eatery settles ADA HIV-by-association lawsuit