The JUUL Censorship Case

JUUL is a tobacco company.  Like tobacco companies in the past, JUUL’s success depends in part on its ability to silence and intimidate employees and other whistleblowers.  JUUL engages in this censorship by requiring employees to sign or comply with illegal non-disclosure agreements, non-disparagement agreements, and other illegal policies and practices.

Fortunately, the law protect employees.  Employees have the right to speak, to whistle blow, and to compete.  For example, California Labor Code section 1102.5 gives employees the right to engage in both internal and external whistleblowing.  California Labor Code sections 232, 232.5, and 1197.5(k)(1) give employees the right to disclose information about their employer’s working conditions, their wages, and the wages of others. The Defend Trade Secrets Act, 18 U.S.C. section 1833, protects whistleblowers who disclose even trade secrets to the government for the purpose of whistleblowing.  And California Government Code section 12964.5 makes it illegal to require employees to sign a non-disparagement agreement or other writing in exchange for a bonus, wages, or initial or continued employment.

For these reasons, we have filed a Complaint against JUUL in the United States District Court for the Northern District of California.  JUUL must change its illegal agreements, policies and practices.  It must cease its censorship of current and former employees.  It must advise them of their legal rights.  The public is entitled to know the truth about JUUL’s business practices, and current and former employees have the right to tell it.

If you are an Insider or have information about JUUL’s illegal non-disclosure and non-disparagement agreements, policies, and practices, or if you would like to share how these illegal agreements or policies have affected you or others, please send us a message using the on-line form on this webpage. You can also contact us at 415-433-1064.