A recent decision from the U.S. District Court for the Northern District of California granting summary judgment in favor of an employer despite evidence of protected whistleblowing is instructive. Han v. Pfizer (No. 23-cv-039080-AMO).
Background
The plaintiff, a compliance analytics employee, alleged that his former employer, a pharmaceutical company, retaliated against him after he internally reported suspected illegal activity and later reiterated those concerns while

The California Supreme Court has resolved an inconsistency that has divided the courts as to the proper evidentiary standard necessary to prove a whistleblower retaliation claim.