(This decision holds that the McDonald-Douglas shifting burden standard applies to motions for summary judgment on a claim under the False Claims Act’s anti-retaliation provision (31 USC 3730(h)(1)) as amended in 2009, not the different analysis of First Amendment retaliation claims. Under the 2009 amendment, it is no longer required for the employee to show that he was investigating matters that could reasonably lead to a viable FCA claim; however, he must still show that he had a good faith and reasonable belief that the employer was engaging in an FCA violation. An employee whose job includes compliance duties is under no greater burden to show that he notified the employer that he was engaging in protected activity than any other employee bears.