One judge said four rejections should have counted - the majority said the clock had already run
A federal appeals court has ended a former GE manager's whistleblower-retaliation case - not on the facts, but because he filed too late.
On August 11, 2026, the US Court of Appeals for the Second Circuit denied a former project manager's petition to revive claims that General Electric (GE) had retaliated against him for raising compliance concerns. The court did not decide whether retaliation happened. It ruled only that he had missed the deadline to complain.
The worker was a project manager at GE's Power division. In October 2018, he filed two internal complaints about compliance. The following April, GE told him he was being cut in a reduction in force, effective June 21, 2019. He said the layoff was retaliation for speaking up. GE investigated and, according to the decision, found "no evidence" of retaliation.
After his exit, GE placed him on leave and gave him a "protected service period" until June 30, 2020, during which he could apply for other roles. He applied for dozens - by his own filing, "66 applications" - and got no offers. In a June 2020 complaint to GE, he said he had "been blacklisted as a snitch for reporting compliance violations." GE again investigated, gathered more than seventy witness statements, and, per the ruling, "found no evidence that [his] past compliance concerns played any role in the decision-making process for the jobs at issue."
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