Opinion ID: 3025030
Heading Depth: 3
Heading Rank: 3

Heading: New Jersey Conscientious Employee Protection

Text: Act The CEPA prohibits a New Jersey employer from taking “retaliatory action” against an employee who objects to “any activity, policy or practice which the employee reasonably believes” is in violation of applicable law. N.J.S.A. 34:19-3(c)(1). To prevail on a claim under this provision, a plaintiff must establish that (1) he reasonably believed that his employer's conduct was violating a law or rule or regulation promulgated pursuant to law, (2) he objected to the conduct, (3) an adverse employment action was taken against him, and (4) a causal connection exists between the whistleblowing 3 In determining that Sarnowski has provided sufficient information on his medical condition to escape summary judgment against him on this claim, we are not deciding that he has met the other elements of a LAD claim, in particular the need to demonstrate that he was performing his job at a level that met his employer’s legitimate expectations. 13 activity and the adverse employment action. Dzwonar v. McDevitt, 828 A.2d 893, 900 (N.J. 2003). Sarnowski alleges that Air Brook violated five separate federal transportation regulations. Sarnowski states that, the day before he was terminated, he complained to his supervisor of two of these violations, regarding malfunctioning brake lights and a flat tire. The incidents he reported involved disagreements about how best to deal with two minor mechanical bus problems. Sarnowski’s complaints regarding Air Brook’s other violations occurred long before his date of termination. When we view these incidents, they are either too minor or too farremoved from the date of termination for there to be, as a matter of law, a causal connection between the “whistleblowing” activity and the termination. Moreover, we find no pattern of antagonism that might otherwise suggest a connection. See Kachmar v. SunGard Data Sys., Inc., 109 F.3d 173, 177 (3d Cir. 1997). The District Court did not err in granting summary judgment in favor of Air Brook on this claim.