Jeff Hubrig v. Lockheed-Martin Energy Systems, Inc., Linc Hall, Individually Larry Pierce, Individually, and Jim Kolling, Individually
Plaintiff Jeff Hubrig, a self-described whistleblower, sought damages after his employment termination, alleging it was due to his refusal to participate in or remain silent about illegal corporate activities. The defendants, Lockheed Martin Energy Systems, Inc. and several individuals, denied these claims. The trial court granted summary judgment for the defendants, finding Hubrig was terminated for time card abuse and sexual harassment. Hubrig appealed, raising issues regarding the pretextual nature of his termination reasons, the viability of a common law retaliatory discharge claim, and outrageous conduct. The appellate court affirmed the trial court's judgment, concluding that Hubrig's misconduct was the sole cause for his termination and that he failed to demonstrate his protected activities were the exclusive reason for his dismissal. The court also clarified that individual supervisors could not be held liable under T.C.A. § 50-1-304.