OPINION AND ORDER
Defendant, Firestone Tire & Rubber Company (“Firestone”) renews its motion for summary judgment on plaintiff Gilbert Littman’s sole surviving claim: namely, that he was fired for disclosing alleged fraudulent activities by certain unnamed employees under New Jersey’s Conscientious Employee Protection Act of New Jersey, NJ.Stat.Ann. § 34:19-1
et seq.
(1988) (CEPA). In a March 30, 1989 opinion, reported at
However, I found that plaintiff might make out a claim under CEPA. Under New York choice of law rules,
1
New Jersey law applies to plaintiffs common law wrongful discharge claim. Because New Jersey courts allow common law wrongful discharge claims to assert violations of public policy like CEPA,
*92 The facts of this case are reported extensively in the March 30 opinion, familiarity with which is assumed. Briefly, plaintiff alleges that he was fired because, on July 10 and 14, 1987, plaintiff sent messages to his superiors demanding an investigation into the purchase of a store site in Succa-sunna, New Jersey. Plaintiff claims that he was near signing a contract for the site for $329,500 when another Firestone negotiator purchased the site for $495,000. According to plaintiff, this incident demonstrates that management officials were defrauding defendant.
Defendant now moves for reargument or, in the alternative, for summary judgment. Defendant has provided additional affidavits and supporting evidence to demonstrate that summary judgment is warranted on this claim. Because defendant’s motion for reargument is untimely, it will be considered solely as a renewed motion for summary judgment. Further, defendant asserts that CEPA does not apply to an employee who claims he blew the whistle on fraud committed by management against the company itself.
Assuming
arguendo
that plaintiffs allegations state a claim under CEPA, plaintiff has failed to adduce any evidence to demonstrate a
prima facie
case that his whistle-blowing may have played a part in the decision to fire him. This court denied summary judgment on the CEPA claim in its March 30 opinion because defendant had failed to account for a two-and-a-half month gap between defendant’s late June decision to fire plaintiff and the actual firing. Because plaintiff sent his memoranda demanding a fraud investigation in mid-July, the timing raised an inference — albeit slight — that plaintiff's whistle-blowing may have played a part in the decision to terminate him. Although defendant had filed an affidavit from Joseph Daniels, plaintiff’s immediate supervisor, stating that he decided to fire plaintiff soon after June 19, 1987 when he rated plaintiff as failing to meet the job requirements (Daniels Aff. at ¶ 21; Reber Aff., App. B), defendant failed to account in full for the two and a half month gap between the decision to fire and the actual termination.
Defendant has now presented substantial evidence fully explaining the reason for the delay. Although Harry Jones, defendant’s manager and Daniels’ superior, had authority to terminate plaintiff, defendant’s policy required him to afford plaintiff a chance to respond to Daniels’ negative evaluation and obtain the personnel manager’s concurrence in the discharge decision. (Jones Aff. at If 11; Reber Aff. at If 18 and App. A) On June 22, 1987, Daniels sent the evaluation along with a cover letter instructing plaintiff to respond by June 29, 1987. Plaintiff, however, did not sign and return the appraisal until July 14, 1987, over two weeks after the requested return date and, most importantly here, after plaintiff had sent his memoranda concerning the Succa-sunna property. (Daniels Supp.Aff. at IfII 21, 22; Reber Aff., App. B) Even then, plaintiff did not fully complete the appraisal; instead he stated that he was sending a separate explanatory letter. (Jones Aff. at If 11) That letter was not received by defendant until August 11,1987. (Jones Aff., App. F)
In the meantime, Jones sent a memorandum to Jerry K. Reber, defendant’s personnel manager based in Ohio, asking for his concurrence in discharging plaintiff. (Jones Aff., App. D) On August 6, 1987, Reber contacted defendant’s corporate equal employment opportunity and human resources department because plaintiff was in a “protected age group.” (Reber Aff. at ¶ 10 and App. C) That department’s manager, G.M. Zemla, asked Reber if plaintiff had received a final warning. Reber contacted Jones and Daniels who confirmed that plaintiff had received a final warning. (Reber Aff. at If 12; Jones Aff. at ¶ 12 and App. E) By then, however, defendant had finally received plaintiff’s response to the negative evaluation. Plaintiff’s explanations were investigated by both Jones and Reber, who found them meritless. (Reber Aff. at 1f 15; Jones Aff. at If 13) On August 31, 1987, Zemla and Reber gave final approval to the termination. (Reber Aff. at If 16) Jones was informed of this decision; *93 accordingly, Jones and Daniels fired plaintiff on September 4. (Jones Aff. at ¶ 15)
Plaintiff has no response to this persuasive evidence other than to assert that the motion for reargument is untimely. Plaintiff is correct; however, defendant’s motion is both for reargument
and
for summary judgment. Plaintiffs response to the renewed motion for summary judgment is utter silence. In dismissing plaintiffs age discrimination claim, this court admonished plaintiff for failing to present any evidence other than conclusory statements of discrimination.
Moreover, there is substantial doubt whether a CEPA claim could be maintained here, even if plaintiff did come forward with evidence in response to defendant’s showing. In my March 30 opinion, I noted that
[i]t seems illogical to hold that a whistle-blower statute, obviously aimed at activity by the company against either the public at large or other individuals or corporations, could apply to a situation where the employee was fired for claiming that some company employees were defrauding the company itself. Because many companies are publicly-held entities, however, it is conceivable that company officers could connive to raid the corporate treasury, such that one could logically posit a situation such as plaintiff’s, where company officers could fire an employee for blowing the whistle on fraud within the corporation.
After reconsidering this matter, I am convinced that the activity plaintiff believed he was exposing — fraud directed solely at the company with the shareholding public only indirectly affected — is not the type of activity the statute was designed to combat, or whose disclosure the statute was designed to protect. Although the brief published legislative history of CEPA provides no explicit guidance on this point and the statutory language is seemingly all-inclusive, the entire thrust of the statute is to protect those who expose activity which hurts primarily the public. Of course, a criminal or fraudulent scheme may at times indirectly injure the corporation that becomes the instrument to execute the scheme, but the statute is concerned primarily with illegal activity which harms the public. The alleged fraud here was conducted solely against the corporation; the public was only indirectly affected insofar as the conspirators’ activities injured the corporation and thus the corporation’s shareholders. Because the conduct of which plaintiff complains does not work an evil the statute was designed to remedy, common sense mandates that plaintiff’s claim be dismissed. 2A C. Sands & N. Singer, Sutherland Statutory Construction, § 54.06 at 582 (4th rev. ed. 1984) (“When the natural or literal meaning of statutory language embraces applications which would not serve the policy or purpose for which the statute was enacted or help to remedy the mischief at which it was aimed, the courts may construe it restrictively in order not to give it an effect beyond its equity or spirit.... or [so] ‘as to shock general common sense.’ ”) (citation omitted). 2
*94 Defendant argues that the statutory language supports this conclusion. Defendant notes that the statute limits protection to employees who disclose an “activity, policy or practice of the employer.” N.J.S.A. § 34:19-3(a) (emphasis added). Because the statute defines “employer” as “any individual ... acting directly or indirectly on behalf of or in the interest of an employer with the employer’s consent” N.J.S. A. § 34:19-2(a) (emphasis added), defendant argues that the term excludes individuals who are acting against the interest of the employer by defrauding it.
Defendant’s argument is too sweeping. Often, illegal or fraudulent activity by corporate officers, even when directed at the public, hurts the company as well. For example, in
Potter,
Defendant’s argument based on the statutory definition of an employer — that any activity that hurts a corporate employer must place an employee who blows the figurative whistle on such activity outside the protection of the statute — is too broad, as shown above, because it would deny protection to employees whom the New Jersey courts have already held are protected. But that definition does tend to confirm the view expressed above — namely, that the statute is designed to protect employees who blow the whistle on activity undertaken “in the interest of an employer” and perforce against the interest of others. It is not actual or potential injury to the interest of his employer from disclosed activity that would prevent a whistle blowing employee from being covered by the statute, but rather the absence of injury to the interest of others or the public at large from the disclosed activity that would bar such coverage. There is no such injury in this case to the interest of others or the public at large.
For the reasons set forth above, defendant’s motion for summary judgment is granted.
SO ORDERED.
Notes
. In deciding the choice of law issue, I analyzed plaintiffs complaint as a contract claim. New Jersey views wrongful discharge cases as sounding both in contract and in tort.
Potter v. Village Bank of New Jersey,
225 N J.Super. 547,
. See also United Steelworkers of America v. Weber,