In 2014, plaintiff Jason Blasdell, an avionics test technician for SpaceX, a space transport company whose clients include NASA, was terminated from his position. Blasdell claimed he was terminated for pointing out improper testing within the company. Blasdell sued SpaceX;s parent, Space Exploration Technologies Corp., and his supervisors, Mike Callas and Jose Carvajal. Blasdell alleged that the defendants’ actions constituted wrongful termination in violation of public policy; retaliation in violation of the California Whistleblower Protection Act, California Labor Code § 1102.5; and defamation. The defamation claims against the individual defendants were ultimately dismissed on summary judgment before trial. Blasdell also dismissed his § 1102.5 claim just prior to closing arguments. Blasdell claimed that technicians at Space Exploration Technologies Corp. were pressured by their managers to not follow written procedures for testing rocket parts and to report the parts as having passed the tests, even if the protocols were not followed. He claimed that the deviations from the testing protocols violated 18 U.S.C. § 38, which prohibits fraud against a customer involving aircraft or space vehicle parts, and that he noted the deviations to his supervisors, the company’s chief operating officer, and, eventually, to the chief executive officer, Elon Musk. However, Blasdell claimed that in response, he was retailed against for reporting the deviations and wrongfully terminated. Defense counsel contended that even though Blasdell initially had positive reviews and a good start at the company, he was unable to perform the testing that he was hired to perform and became increasingly unmanageable and disruptive. Counsel also contended that Blasdell had begun to act in an increasingly disrespectful and unprofessional manner, including sending inappropriate emails. Defense counsel further argued that Blasdell’s testimony demonstrated that he never had a reasonable belief that SpaceX was engaging in an illegal activity because the company’s conduct was fully lawful. Defense counsel called many current and former SpaceX employees to testify at trial as to Blasdell’s conduct. The employees also claimed that they did not observe any falsification of test records., Blasdell worked for SpaceX for a few years prior to being terminated. The plaintiff’s psychology expert testified that Blasdell was distressed by his termination, but admitted that Blasdell’s test results showed significant issues with his mental state preceding his employment. The plaintiff’s economics expert testified that Blasdell had suffered significant wage loss. Thus, Blasdell sought recovery of back wages and damages for his emotional distress. The defense’s psychiatry expert testified that Blasdell’s testing showed significant mental disturbance, which was not the product of his employment. The defense’s vocational rehabilitation expert, a mitigation expert, testified that Blasdell could have been employed within weeks of his termination, but that Blasdell failed to mediate his damages.