Get Conscientious Employee Protection Act

The Conscientious Employee Protection Act is a comprehensive New Jersey whistleblower law that encourages workers to report illegal or fraudulent conduct that might otherwise continue undetected for years.

§ 34:19-1, also known by its acronym “CEPA,” or the “Whistleblower Act.” This law protects employees who report on their employers' violations of the law or public policies, from retaliation by their employers. This is true whether the employee works for a private or a public employer.

The bipartisan SEC Whistleblower Reform Act of 2023 would ensure timely processing of whistleblower claims and protect whistleblowers from retaliation. The bill's reintroduction comes amid Sunshine Week, which celebrates the public's right to a transparent and accountable government.

We protect the rights of whistleblowers: The Whistleblower Protection Enhancement Act of 2012 (WPEA) was signed into law by President Obama on November 27, 2012. The law strengthens the protections for federal employees who disclose evidence of waste, fraud, or abuse.

Information for Federal employees. Overview of the WPA - The Whistleblower Protection Act (WPA) (5 U.S.C. § 2302(b)(8)) protects Federal employees or applicants for Federal employment from retaliation for making protected disclosures. The WPA also provides penalties for supervisors who retaliate against Whistleblowers.

To establish a CEPA violation, a Plaintiff is required to show: (1) a reasonable belief that the employer's conduct was violating either a law, rule, regulation, or public policy; (2) she performed a "whistle blowing" activity; (3) an adverse employment action; and (4) a causal connection.

The Statute of Limitations for a CEPA claim is one year from the date of the adverse employment action. For example, if your employer retaliates against you by demoting you, then you must sue the employer within one year of being demoted.

The Conscientious Employee Protection Act (“CEPA”) is a broad New Jersey whistleblower law. Essentially, it protects employees from retaliation such as being fired, demoted, passed up for a promotion, or harassed because they objected to something that they reasonably believed violated the law.