Whistleblower cases do not begin w
ith evidence and proof. They begin with allegations. If those allegations are plausible, employers get forced into discovery. Under CEPA, that bar is very low. TL;DR: At the motion-to-dismiss stage, a claim under the New Jersey
Conscientious Employee Protection Act (CEPA) does not require proof that any law was actually violated. It requires factual allegations supporting a reasonable belief that the employer’s conduct was unlawful.