AARON KILLGORE V. SPECPRO PROFESSIONAL SERVICES, No. 21-15897 (9th Cir. 2022)
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While he was consulting on an environmental project for the U.S. Army Reserve Command, Plaintiff believed he was required to prepare an environmental assessment in a manner that violated federal law. Plaintiff was terminated after reporting the suspected illegality to the client and his supervisor at SpecPro. Plaintiff brought statutory and common law claims of retaliation and wrongful termination in a California state court action that was removed to federal court. Plaintiff alleged his employment was terminated in violation of the California Whistleblower Protection Act, Cal. Labor Code Section 1102.5(b), (c).
The Ninth Circuit affirmed in part and reversed in part the district court’s summary judgment in favor of Plaintiff’s former employer, SpecPro Professional Services, LLC, on Plaintiff’s retaliation and wrongful termination claims. The panel first addressed the district court’s determination that Olaintiff’s disclosures to his supervisor were not actionable because the supervisor was not “a person with authority over the employee or another employee who has the authority to investigate, discover, or correct the violation or noncompliance.” Second, the panel held that several state court appellate courts have held that disclosures to wrongdoers are protected under section 1102.5(b). The panel reversed the district court’s summary judgment order on section 1102.5(b) retaliation claim. Because his claim of wrongful termination in violation of public policy was derivative of his retaliation claim, the panel also reversed the grant of summary judgment on that claim.
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