Why Refusing To Falsify Records Is Protected Conduct Under NJ Law

<a href="https://www.nj.gov/oag/cepa/pdfs/nj-cepa-poster.pdf">New Jersey’s Conscientious Employee Protection Act (CEPA)</a>. CEPA is New Jersey’s whistleblower law. It prohibits employers from retaliating against workers who object to, refuse to participate in, or disclose activities they reasonably believe are illegal, fraudulent, or incompatible with a clear mandate of public policy. If you were <a href="/blog/whistleblowing-and-wrongful-termination-your-nj-rights">fired after whistleblowing</a>, CEPA may give you the right to take legal action.

<a href="https://law.justia.com/cases/new-jersey/supreme-court/1980/84-n-j-58-0.html">Common-Law “Pierce” Claim</a>. In Pierce v. Ortho Pharmaceutical, the New Jersey Supreme Court recognized a claim for wrongful discharge when an employee is fired for refusing to violate a clear mandate of public policy (think statutes, regulations, or well-defined professional ethics). CEPA didn’t erase Pierce, but in many cases you’ll choose one route or the other for strategy reasons.<a href="https://law.justia.com/cases/new-jersey/supreme-court/1980/84-n-j-58-0.html?utm_source=chatgpt.com">&nbsp;</a>

What Counts As “Falsifying Records” In New Jersey

N.J.S.A. 2C:21-4 — <a href="https://law.justia.com/codes/new-jersey/title-2c/section-2c-21-4/">Falsifying Or Tampering With Records</a>. It’s a crime to falsify, destroy, remove, conceal, or utter a writing or record knowing it contains a false statement, with purpose to deceive or conceal wrongdoing. If your supervisor asked you to “fix” logs, backdate approvals, alter inventory counts, or edit time or safety records to hide violations, they were asking you to cross a statutory line.

Related Statutes. Depending on the context, tampering with public records and certain industry-specific record rules (healthcare, environmental, securities, tax) can also be in play. The important point is that you refused to participate in conduct the law clearly discourages or forbids.

How Retaliation For Refusing To Falsify Records May Look Like In NJ

Removing you from meetings, dashboards, or client access.

Sudden negative reviews with vague buzzwords — “tone,” “fit,” or “not aligned.”

Reassigning you to no-win work or dead-end roles.

Blacklisting or negative references after you leave.

Signs Your Firing Falls Into A Protected Retaliation Pattern

You refused to change figures, backdate approvals, or delete entries related to audits, safety, inventory, timekeeping, expenses, emissions, billing, or revenue recognition.

After you said no or reported the request to a supervisor, HR, compliance, or an outside regulator, adverse actions followed — write-ups, exclusion from key meetings, sudden PIPs, pay cuts, shift changes, or termination.

The stated “performance” reasons don’t match your record, or they appear for the first time only after your refusal.

Others who complied with the illegal request were not disciplined and continued to receive favorable treatment.

“But My Boss Said It Wasn’t Illegal”: Why Reasonableness Is Enough In NJ

When Federal Whistleblower Laws Also Apply

<a href="https://www.dol.gov/agencies/oalj/PUBLIC/WHISTLEBLOWER/REFERENCES/REFERENCE_WORKS/SOX_DIGEST_BURDEN_OF_PROOF_AND_PRODUCTION_GENERALLY">Sarbanes-Oxley Act (SOX)</a>. Protects employees of public companies (and certain affiliates/contractors) who report or refuse to engage in fraud against shareholders, SEC rule violations, or mail/wire/bank fraud. If you were <a href="/blog/wrongful-termination-after-reporting-wage-theft-in-nj">terminated for reporting wage theft</a> that ties into falsified financial statements or payroll records, SOX protections might apply.

<a href="https://www.sec.gov/enforcement-litigation/whistleblower-program">SEC Whistleblower Program</a>. If what you refused or reported involves securities-law violations, you can submit a confidential tip on Form TCR via the SEC portal. This is separate from CEPA and SOX; it can lead to monetary awards in successful enforcement actions and includes anti-retaliation provisions.

False Claims Acts (State And Federal). If the falsified records are aimed at obtaining or keeping government money (Medicaid, state contracts, grants), the <a href="https://www.njleg.state.nj.us/bill-search/2022/A5584/bill-text?f=A6000&amp;n=5584_I1">New Jersey False Claims Act</a> and <a href="https://en.wikipedia.org/wiki/False_Claims_Act_of_1863">the federal FCA</a> may be implicated.

Evidence That Moves Wrongful Termination Cases

Written Requests Or Screenshots. Emails, messages, tickets, or SOP edits directing you to “fix” numbers or “make it match.” File logs, audit trails, or system timestamps showing who changed what and when.

Policies And Training. Codes of conduct, accounting policies, and record-retention rules that prohibit falsification.

Comparators. Names and roles of people who went along with the scheme and were rewarded, versus those who refused and were punished.

Performance Baseline. Recent positive reviews, KPIs, client feedback — anything that undercuts a sudden “poor performance” narrative.

Frequently Asked Questions About Wrongful Termination And Record Falsification

Do I Have To Report Externally Before I’m Protected?

What If I Was Fired For Off-Duty Conduct?

Saying “No” To False Records Shouldn’t Cost Your Career

Protect Your Career After A Wrongful Firing In NJ

Fired in NJ After Refusing to Falsify Company Records: Your Legal Options

&nbsp;New Jersey’s Legal Framework Against Retaliation&nbsp;

New Jersey Law Against Discrimination&nbsp;

<a href="https://www.eeoc.gov/statutes/title-vii-civil-rights-act-1964">Title VII</a>: Federal anti-discrimination law bans retaliation for opposing or reporting discrimination based on protected traits.

<a href="https://www.osha.gov/laws-regs/regulations/standardnumber/1977/1977.3">OSHA Section 11(c)</a>: If your complaint about bullying also raised safety concerns, OSHA’s whistleblower rules may apply.

<a href="https://en.wikipedia.org/wiki/National_Labor_Relations_Act_of_1935">National Labor Relations Act</a>: Retaliation for concerted complaints about working conditions (including abusive behavior) can be an unfair labor practice.&nbsp;

Harassment Versus Bullying In NJ: Why Distinction In Reporting Matters

If the bullying targets a protected trait — like race, sex, gender identity or expression, sexual orientation, religion, national origin, age, pregnancy, or disability — it can be unlawful harassment under the New Jersey Law Against Discrimination. A toxic environment based on those traits is illegal, and complaining about it is protected activity.

If the bullying is part of a safety, fraud, or legal-violation issue — for example, pressure to ignore OSHA rules, falsify timesheets, or look the other way on illegal conduct — reporting it can be whistleblowing under New Jersey’s CEPA. CEPA protects employees who disclose or object to activities they reasonably believe are unlawful or against public policy. 

If you and coworkers raised concerns together about hostile treatment or working conditions, that can be concerted activity protected by the National Labor Relations Act, even if there is no union. <a href="/blog/can-nj-employers-fire-you-for-union-organizing">Being fired for organizing a union</a> or for joining with coworkers to push for better conditions can be considered unlawful retaliation under federal labor law.

What Counts As Wrongful Termination After Reporting Bullying

Protected activity: You complained, opposed, or reported conduct covered by laws such as the NJLAD, CEPA, or OSHA. It can also include concerted activity under the NLRA, such as raising concerns with coworkers or refusing to follow an unlawful directive. Being fired for <a href="/blog/wrongful-firing-for-refusing-policy-in-nj">refusal to sign a policy</a> that violates your rights, misrepresents your complaint, or covers up wrongdoing may also qualify as protected conduct.

Adverse action: Termination, demotion, suspension, pay cuts, or job-duty stripping that materially hurts your employment. CEPA and NJLAD define retaliation broadly to include actions that affect the terms and conditions of work.

Causation: Evidence the adverse action was because of your protected activity — timing that’s suspiciously close, a clean record that suddenly tanks, shifting reasons for discipline, or direct comments connecting your complaint to the decision.

Your complaint: Keep a copy of the email, HR ticket, or written note to management documenting what you reported and when.

What happened next: Write down dates of write-ups, schedule changes, lost accounts, exclusion from meetings, or termination. Sudden negative shifts soon after your complaint can support causation.

Comparators: Note how similarly situated coworkers who did not complain were treated (discipline, schedules, perks). Save emails, chat threads, or texts showing bullying, biased remarks, or hostile behavior.

Performance history: Prior reviews, metrics, or commendations that contradict a sudden claim you were “not meeting expectations.”

Common Pushbacks — And How The NJ Law Views Them

Speaking Up Shouldn’t Cost You Your Job

Ready To Stand Up For Your Rights? We’re Here To Help

Wrongful Termination in NJ After Reporting Workplace Bullying

Unpaid overtime — New Jersey follows federal overtime rules, which generally require time-and-a-half for hours worked beyond 40 in a workweek. Denying that pay is unlawful.

Minimum wage violations — Paying workers less than the state minimum wage, or taking improper deductions that bring pay below minimum wage.

Misclassification — Labeling employees as independent contractors to avoid paying overtime, benefits, or payroll taxes.

Withholding pay — Failing to pay employees for all hours worked, including prep time, mandatory meetings, or travel time that qualifies as compensable under the law.

Illegal deductions — Taking money out of a paycheck for things like damaged equipment or customer mistakes, unless specifically permitted under the law.

The Courage To Report Wage Theft In New Jersey

Laws Protecting NJ Workers Reporting Wage Theft

New Jersey Law Against Discrimination (NJLAD)

Conscientious Employee Protection Act (CEPA)

What Retaliation May Look Like In New Jersey

Termination or Demotion: The most obvious form of punishment.

Cutting Hours or Shifts: Reducing income indirectly by slashing scheduled hours.

Negative Performance Reviews: Suddenly receiving poor evaluations right after speaking up.

Exclusion From Opportunities: Being denied raises, promotions, or access to training.

Hostile Treatment: Harassment, isolation, or pressure to resign.

Wrongful Termination After Reporting Wage Theft

The employee reported or objected to unlawful wage practices.

The employer took an adverse action (like firing).

The adverse action was connected to the report.

Proving Wrongful Termination In New Jersey

Keep copies of complaints filed with HR, managers, or state agencies.

Save pay stubs, schedules, and policies that show wage violations or unfair treatment.

Document shifts in treatment — changes in job duties, hours, or performance reviews that occurred after you asserted your rights.

Record details of conversations and incidents with dates, names, and witnesses.

Fired After Reporting Wage Theft? Contact Us For Legal Advice And Free Consultation

Wrongful Termination After Reporting Wage Theft in NJ

Understanding At-Will Employment In New Jersey

Discrimination Laws: Under the <a href="https://www.nj.gov/lps/dcr/downloads/fact_LAD.pdf">New Jersey Law Against Discrimination (NJLAD)</a>, employers cannot fire someone based on protected characteristics like race, gender, religion, pregnancy, disability, or age.

Retaliation Protections: Employers cannot fire someone for asserting their legal rights, like filing a complaint about harassment, reporting unsafe conditions, or whistleblowing about unlawful activity.

Contractual Protections: If you have an employment contract or a collective bargaining agreement that outlines specific termination procedures, your employer must follow those.

Why Employers In NJ Ask You To Sign Policies

Handbooks: These typically include company rules, procedures, disciplinary policies, and workplace expectations. Signing them usually means you’ve received and reviewed the document, not necessarily that you agree with every line.

Arbitration Agreements: Increasingly, employers include clauses requiring employees to resolve disputes through arbitration instead of going to court. These are controversial and can impact your rights.

Policy Changes: Employers sometimes introduce policies about workplace conduct, social media use, drug testing, or even wage procedures. Signing is often framed as “acknowledgment.”

When Refusing To Sign A Policy Could Be Protected Under NJ Law

If The Policy Is Discriminatory: Imagine an employer introduces a dress code that clearly targets women of a certain faith, or a scheduling policy that unfairly penalizes older workers. Refusing to sign could be viewed as standing against a discriminatory practice, which is legally protected.

If The Policy Restricts Your Legal Rights: Some arbitration clauses or non-disparagement agreements can unlawfully limit your ability to file a claim under state or federal law. If you refuse to sign because you don’t want to give up your right to go to court, you may have legal protection.

If The Policy Impacts Health And Safety: Suppose your employer issues a policy that discourages reporting workplace injuries or hazards. Refusing to sign such a policy directly connects to your right to a safe workplace. If you are <a href="/blog/wrongful-termination-for-refusing-unsafe-work-in-nj">fired for refusing unsafe work</a>, that termination could qualify as illegal retaliation under New Jersey law.

If The Policy Retaliates Against Whistleblowing: <a href="https://www.nj.gov/labor/forms_pdfs/lwdhome/CEPA270.1.pdf">New Jersey’s Conscientious Employee Protection Act (CEPA)</a> protects workers who refuse to participate in unlawful practices or who blow the whistle on misconduct. This protection can apply even if you are <a href="/blog/terminated-during-probationary-period-do-nj-workers-have-rights">fired during a probationary period</a>. If the policy involves covering up illegal actions or punishing those who report them, refusing to sign is still protected under CEPA.

When Refusing To Sign May Not Be Protected

General Acknowledgments: If the document is simply acknowledging that you received a handbook or training, refusal to sign may be seen as insubordination. Courts often rule that acknowledgment doesn’t mean agreement.

Policies That Don’t Violate Rights: If the policy sets out ordinary workplace standards — like attendance rules, communication protocols, or expectations (for example, social media guidelines) — and does not break the law, refusing to sign may not be legally protected. In fact, some employees have been <a href="/blog/can-employers-legally-fire-you-over-off-duty-conduct-in-nj">fired over off-duty conduct</a> when their actions conflicted with such neutral policies.

At-Will Nature: Even if you simply don’t like the tone or content of a policy, at-will employment allows employers to end the relationship for reasons that aren’t otherwise illegal.

Steps Employees Should Take Before Refusal To Sign A Policy In NJ

Ask Clarifying Questions: Often, acknowledgement language is misunderstood. Ask HR whether signing means you’re agreeing or simply acknowledging receipt. Get that answer in writing if possible.

Review With An Attorney: Some policies, especially arbitration or non-compete agreements, can impact your rights in serious ways. Consulting with an NJ wrongful termination attorney before signing can prevent costly mistakes later.

Document Your Concerns: If you’re refusing to sign because you believe the policy is discriminatory or unlawful, make sure you document why. Put it in writing to HR or management, so there’s a clear record of your reasoning.

Know Your Rights Under CEPA And NJLAD: CEPA protects employees who refuse to engage in or cover up illegal practices. NJLAD protects employees against discrimination and retaliation. Knowing these laws can help you frame your refusal appropriately.

<a href="https://www.njoag.gov/about/divisions-and-offices/division-on-civil-rights-home/">Filing With The New Jersey Division On Civil Rights (DCR)</a>: If the refusal was tied to discrimination or harassment.

Filing With <a href="https://www.osha.gov/">OSHA</a>: If the refusal was related to workplace safety for the private sector — or with&nbsp; <a href="https://www.nj.gov/health/workplacehealthandsafety/peosh/compform.shtml">PEOSH</a> for the public sector.

Filing A Retaliation Claim: Under CEPA or LNJAD, if the firing appears retaliatory.

Pursuing A Lawsuit: With the help of a wrongful termination lawyer in New Jersey, you may be able to bring your claim in state or federal court.

Don’t Sign Away Your Workplace Protections — Contact Us For Legal Guidance

Can You Be Wrongfully Fired in NJ for Refusing to Sign a Policy?

Federal And New Jersey Protections For Union Organizing

Employers cannot demote, discipline or terminate employees for discussing or supporting union activity.

Employers cannot threaten workers, cut hours, or change work conditions to discourage unionizing.

Employees have the right to act together to address workplace conditions, even if a union hasn’t been officially formed.

Talking with co-workers about wages, schedules, or working conditions.

Distributing union flyers or information, as long as it doesn’t disrupt work.

Attending meetings to discuss union representation.

Joining with other workers to present complaints or proposals to management.

Can An Employer Fire You For Union Organizing in New Jersey?

Claiming the employee was fired for poor performance.

Suddenly enforcing attendance or disciplinary rules that were previously ignored.

Reorganizing or eliminating positions right after union activity begins, sometimes <a href="/blog/wrongful-termination-vs-layoffs-understanding-the-difference">presenting wrongful termination as a layoff to disguise retaliation</a>.

How The National Labor Relations Board Gets Involved

Firing or disciplining workers for union activity.

Threatening job loss or benefits if employees unionize.

Spying on or intimidating employees who support union efforts.

The <a href="https://www.nj.gov/lps/dcr/downloads/NJ-Law-Against-Discrimination-Most-Updated.pdf">New Jersey Law Against Discrimination (NJLAD)</a> protects against retaliation when workers complain about unfair treatment, including if retaliation is linked to union activity involving discrimination concerns.

The <a href="https://www.nj.gov/oag/cepa/pdfs/nj-cepa-poster.pdf">Conscientious Employee Protection Act (CEPA)</a> — New Jersey’s whistleblower law — can sometimes overlap with union activity when workers raise concerns about illegal or unsafe practices. If an employee suffers <a href="/blog/whistleblowing-and-wrongful-termination-your-nj-rights">wrongful termination after whistleblowing</a>, CEPA provides strong legal protections and potential remedies.

Common Employer Tactics Against Unionizing

Mandatory “captive audience” meetings. Employers may require workers to attend anti-union presentations on company time.

One-on-one interrogations. Calling employees into closed-door meetings, questioning their loyalty, hinting that unionizing will lead to layoffs — or asking employees how they plan to vote in a union election. 

Sudden rule enforcement. Policies that were ignored for years may suddenly become grounds for discipline once organizing begins. In some cases, workers may be <a href="/blog/can-you-be-fired-in-nj-for-refusing-to-work-excessive-overtime">fired for refusing to work unfair overtime</a>, a form of retaliation disguised as performance or scheduling enforcement

Division tactics. Management may offer raises or perks to non-union employees to weaken support.

<a href="https://www.nlrb.gov/">National Labor Relations Board (NLRB)</a>. For most private-sector employees, the NLRB is the primary agency. You can file a charge online or through a regional office, and an investigator will look into your claim.

<a href="https://www.nj.gov/perc/">New Jersey Public Employment Relations Commission (PERC)</a>. For public-sector employees — such as municipal workers, teachers, and state agency staff — PERC handles unfair labor practice complaints.

<a href="https://www.njoag.gov/about/divisions-and-offices/division-on-civil-rights-home/">New Jersey Division on Civil Rights</a>. If your situation also involves discrimination (for example, union organizers targeted based on race or gender), NJLAD protections may apply and the Division can investigate.

What If You’re Labeled An Independent Contractor?

The Power of Timing in Union Retaliation Cases

Can NJ Employers Fire You for Union Organizing?

Non-exempt employees must be paid <a href="https://www.dol.gov/general/topic/workhours/overtime#:~:text=For%20covered%2C%20nonexempt,and%20nursing%20homes.">1.5 times their regular rate</a> for all hours worked beyond 40 in a workweek.

Exempt employees (such as many salaried managers and professionals) are not entitled to overtime pay.

If you refused overtime because of a documented medical condition and requested a reasonable accommodation under the <a href="https://www.ada.gov/">Americans with Disabilities Act (ADA)</a> or the New Jersey Law Against Discrimination, your employer may not lawfully fire you.

If you refused overtime because it interfered with protected leave (such as FMLA leave to care for a family member), termination could be illegal.

If you complained that overtime requirements were unsafe or violated wage laws , you are protected from retaliation under New Jersey’s <a href="https://www.nj.gov/oag/cepa/pdfs/nj-cepa-poster.pdf">Conscientious Employee Protection Act (CEPA)</a> — the state’s whistleblower law.

Practical Realities For New Jersey Workers

Most employers understand that constant overtime can fuel burnout, turnover, and even safety risks, especially for newer employees who may already feel pressure not to complain for fear of being <a href="/blog/terminated-during-probationary-period-do-nj-workers-have-rights">terminated during a probationary period</a>.

Many industries, like healthcare and transportation, are subject to specific overtime limits.

Employers still have to pay correctly for all hours worked, including overtime. If they fail to do so, you may have a valid wage claim.

Employers cannot selectively force overtime in a discriminatory way — for example, only requiring certain groups of employees to work longer hours.

Know your status. Are you covered by the FLSA overtime rules or exempt? Most hourly workers are covered, while some salaried professionals may not be.

Check contracts and policies. Review your employment agreement, union contract, or employee handbook for overtime policies.

Track your hours. Keep records of your overtime and how you are paid. This documentation is critical if a dispute arises.

Communicate concerns. If overtime is affecting your health or family life, raise the issue with HR or your supervisor in writing.

Consider protected rights. If your refusal to work overtime is tied to health, safety, or discrimination issues (or if you were <a href="/blog/fired-after-reporting-illegal-activity-nj">fired shortly after reporting illegal activity related to workplace violations</a>), you may be legally protected under New Jersey and federal law.

Seek legal advice. A wrongful termination attorney in New Jersey can review your situation and determine whether your employer’s actions are legal.

Excessive Overtime Is a Complicated Issue

Increased risk of workplace accidents due to exhaustion

Facing Mandatory Excessive Overtime? Contact Us For Free Consultation

Can You Be Fired in NJ for Refusing to Work Excessive Overtime?

What Is a Release in a Severance Agreement?

You waive the right to sue the employer post-release for anything related to your employment or termination.

You give up claims under federal, state, and local laws: including discrimination claims and the right to pursue a <a href="/blog/wrongful-termination-case-in-new-jersey">wrongful termination case</a>.

You agree to settle “all known and unknown claims” as of the date you sign.

Clear and unambiguous — The agreement must plainly state what rights you are giving up.

Voluntary — You can’t be forced or tricked into signing.

Supported by consideration — You must receive something of value (like severance pay) in exchange for your waiver, not simply <a href="/blog/fired-without-warning-nj">fired without warning</a>.

Post-Release Rights in New Jersey You Usually Cannot Waive

Unemployment benefits — You can’t waive your right to apply for them.

Workers’ compensation claims — Releases cannot prevent you from seeking benefits for workplace injuries.

Future claims — You can only release claims that exist up to the signing date. Anything that happens afterward is still fair game.

Certain statutory rights — Some laws, like wage payment protections, are closely regulated and cannot be easily waived.

Wrongful Termination in New Jersey: The Basics

Discrimination (based on race, gender, pregnancy, disability, age, religion, or other protected categories under the <a href="https://www.nj.gov/lps/dcr/downloads/NJ-Law-Against-Discrimination-Most-Updated.pdf">New Jersey Law Against Discrimination</a>).

Retaliation and <a href="/blog/whistleblowing-and-wrongful-termination-your-nj-rights">wrongful termination for whistleblowing</a>, reporting harassment, or asserting wage and hour rights.

Termination in violation of the <a href="https://www.nj.gov/labor/forms_pdfs/lwdhome/CEPA270.1.pdf">Conscientious Employee Protection Act (CEPA)</a>, New Jersey’s whistleblower law.

Firing you for taking protected leave under the <a href="https://www.dol.gov/agencies/whd/fmla">Family and Medical Leave Act (FMLA)</a> or <a href="https://www.njoag.gov/wp-content/uploads/2024/02/New-Jersey-Family-Leave-Act-Frequently-Asked-Questions.pdf">New Jersey Family Leave Act</a>.

When a Release Might Not Hold Up in New Jersey

The principle that contracts should be enforced.

The need to protect employees from unfair agreements.

Take your time. Don’t let anyone rush you. In some cases, like age discrimination claims, you’re entitled to at least 21 days to review.

Get it in writing. Make sure every promise — severance pay, continued benefits, references — is written in the agreement.

Understand the tax impact. Severance pay is taxable, and the structure of payments can affect your bill.

Consider unemployment. A lump sum severance may not block unemployment benefits, but salary-style installments might.

Consult a lawyer. A wrongful termination lawyer in NJ can tell you whether the release is fair, if you’re giving up valuable rights, and whether negotiation is possible.

Believing severance is “free money.” It’s not — you’re giving up legal rights in return.

Signing without reading carefully. Broad language can cover more than you realize.

Assuming all claims are gone. Some rights can’t be waived, and future claims are never covered.

Forgetting about timing. Once you sign, your options are limited unless the release is invalid.

Key Takeaways of Post-Release Rights in NJ

In New Jersey, releases in severance agreements are generally enforceable, but only if they are clear, voluntary, and supported by something of value.

You cannot waive certain rights, like unemployment benefits, workers’ compensation, or future claims.

Wrongful termination lawsuits may still be possible if the release was invalid, unclear, or signed under pressure.

Older workers have special protections under federal law when signing releases.

Always review the agreement with a lawyer before signing — because once you do, it may be too late.

Have Questions About Your Options? Contact Us For Free Consultation

Can You Sue for Wrongful Termination After Signing a Release in NJ?

What Does “Wrongful Termination” Mean in New Jersey?

Violates a state or federal law (like discrimination laws)

Retaliates against an employee for exercising their legal rights

Discrimination as a Form of Wrongful Termination

Sex, gender identity, or sexual orientation

Disability (including both visible and invisible disabilities)

Retaliation and Whistleblowing on Discrimination

Complained about discrimination or harassment

Employment Law Insights & Resources

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