On February 8, 2017, a former Vice President of Claims at Chubb Corp. filed a whistleblower lawsuit in New Jersey state court alleging that he was fired after he raised concerns with an in-house lawyer and a manager that the company was destroying documents subject to a legal hold in ongoing insurance litigation. See Complaint, Guerriero v. Chubb (N.J. Sup. Ct. Feb. 8, 2017). Guerriero alleges that he was copied on a 2013 email from an IT employee stating that he had removed from the company’s server all calls relating to an ongoing litigation matter, which was subject to a legal hold. In January 2014, Chubb’s in-house counsel allegedly approved of destruction of tapes related to the claim. When Guerriero was being prepared for deposition in that legal matter, counsel advised him not to volunteer information about the tapes, which Guerriero felt was a “strong-arm tactic” to keep him quiet about evidence destruction. The issue did not come up in the deposition. Several months later, Guerriero complained to Chubb’s employment lawyer that he was upset about the evidence destruction, and the lawyer said he was investigating. In 2015, Guerriero refused to sign Chubb’s annual compliance code of conduct, which contained a statement that Chubb complied with legal holds and did not condone improper destruction of documents. Later that year, Chubb’s reinsurers refused to pay the settlement of the legal matter involving evidence destruction, and Guerriero again complained to the manager in charge of the settlement. Guerriero alleges that same manager filed a frivolous grievance against him a month later. Two months later, Chubb merged with another company, and three months after that Guerriero was fired. Guerriero alleges his termination was not consistent with his performance in the position.