Do NJ Employees Need to Prove Discharge Under New Jersey’s Whistleblower Law to Obtain Back and Front Pay?

more+
less-

The New Jersey Supreme Court will soon release its opinion in an important case concerning whether an employee can recover front and back pay or other economic damages without evidence of a constructive or actual job termination under the Conscientious Employee Protection Act (CEPA).

That law is New Jersey’s whistleblower law, which defines retaliatory behavior as “the discharge, suspension or demotion of an employee, or other adverse employment action taken against an employee in the terms and conditions of employment.” N.J.S.A. § 34:19-2(e).

LOADING PDF: If there are any problems, click here to download the file.


DISCLAIMER: Because of the generality of this update, the information provided herein may not be applicable in all situations and should not be acted upon without specific legal advice based on particular situations.

© Beth Lincow Cole | Attorney Advertising

Written by:

more+
less-

Beth Lincow Cole on:

JD Supra Readers' Choice 2016 Awards
Reporters on Deadline

"My best business intelligence, in one easy email…"

Your first step to building a free, personalized, morning email brief covering pertinent authors and topics on JD Supra:

Sign up to create your digest using LinkedIn*

*By using the service, you signify your acceptance of JD Supra's Privacy Policy.

Already signed up? Log in here

*With LinkedIn, you don't need to create a separate login to manage your free JD Supra account, and we can make suggestions based on your needs and interests. We will not post anything on LinkedIn in your name. Or, sign up using your email address.
×
Loading...
×
×