Los Angeles Wrongful Termination Attorneys
Protecting Your Right to Work in California
Most employees in California are “at will” employees, which means that your employer does not need a reason to fire you (and you can quit at any time). But there are exceptions to this basic rule.
Your employer cannot fire you for any illegal reason. They cannot fire you because of your race, your gender, your ethnicity, your religion, or your sexual orientation, among other things. They cannot fire you because you complained to your bosses or a government agency about illegal conduct, like sexual harassment or your employer’s illegal business practices. They cannot fire you because you demanded your rightful wages or complained about being misclassified as an independent contractor or as a salaried employee.
Employees who have been wrongfully terminated can collect damages for lost income and the pain and suffering caused by the employer’s misconduct. At King & Siegel LLP, we know how stressful and traumatic it can be to lose a job and your livelihood and we only represent employees who have faced illegal conduct at work. Our Los Angeles wrongful termination lawyers have recovered millions of dollars for California workers who were illegally fired from their jobs. We are passionate about providing aggressive legal representation for those who have lost their livelihood because of their employer’s illegal action. Contact our Los Angeles wrongful termination lawyers to enforce your right to make a living.
Exceptions To the Employment at Will Doctrine
While most California Employees are “at will,” you may not be an “at will” employee if you have a contract with your employer that provides job protections. Your contract can be in writing or oral. However, the important question is whether you and your employer agreed that you can only be fired for specific reasons or whether your contract lasts for a specified period of time.
Unlawful Reasons for Termination
Even if you are an “at will” employee, your employer cannot fire you for illegal reasons. Some of the most common grounds for wrongful termination claims are age, sex, race, disability, sexual orientation, or membership in another protected category.
However, discrimination is not the only grounds on which one may build a case. Employers often fire their employees when they raise concerns about illegal conduct, including illegal discrimination based on the protected categories listed above. Claims based on retaliation for raising protected concerns are a separate basis for liability from the underlying discrimination or misconduct. Put differently, if you are discriminated against, complain about it, and are fired in retaliation, you have two separate claims: one for discrimination and one for the retaliatory termination. This is just an example. .
You could also have a case for wrongful termination if you’ve been fired for:
- Filing a sexual harassment complaint
- Taking family or medical leave;
- Reporting unethical or illegal conduct of an employer, such as discrimination;
- Applying for workers’ compensation benefits;
- Taking time off to serve on jury duty; and
- Performing military service.
Even if you haven’t been fired, you may still have a claim if you have faced retaliation or harassment for any of these reasons. This is true even if you voluntarily resigned. Let’s take a closer look at some of these unlawful reasons for terminating an employee.
Filing a Sexual Harassment Complaint
Sexual harassment is a violation of federal civil law and California law. When you file a sexual harassment complaint, California requires your employer to conduct a swift, comprehensive, and fair investigation. Your employer must also stop the harassment and should discipline the harasser appropriately.
Your employer is not allowed to punish you for making a complaint. This means your employer cannot suspend you from work without pay pending an investigation, they cannot fire you, and they cannot retaliate against you in other ways, such as harassing you, cutting your pay or hours, or threatening your job.
A whistleblower is an employee who reports fraud, abuse, corruption, or dangers to public health and safety either internally or to government officials. Numerous whistleblower laws protect whistleblowers at the federal, state, and local levels.
Certain laws, like the Sarbanes Oxley Act, also allow California employees to sue their employers in federal court if the employer wrongfully terminates or retaliates against them for reporting unlawful conduct.
One example of whistleblowing is when an employee reports criminal activity, such as theft or unethical or unjust behavior in the workplace. An employer may not fire an employee for reporting or refusing to engage in illegal conduct.
Taking Family or Medical Leave
The Family and Medical Leave Act (FMLA) permits eligible employees unpaid, job-protected leave for specified family and medical reasons. Sections 105 and 825.220 of the FMLA protect employees who take time off for a legitimate extended medical leave by prohibiting retaliation. Legally, an employer cannot fire you for exercising your FMLA rights.
The California version of the FMLA is called CFRA. It protects employees at workplaces with as few as five people, as long as the employee has worked a year and 1,250 hours.
Applying for Workers’ Compensation Benefits
Under California worker’s compensation law, an employer cannot retaliate against an employee because they filed a workers’ compensation claim or suffered a workplace injury.
Taking Time Off to Serve on Jury Duty
Jury duty is one of the foundational components of the United States justice system.
As such, an employer must allow an employee time off to serve on a jury. California Labor Code, Section 230 prohibits employers from firing or harassing an employee when a court summons them for jury service.
Performing Military Service
The FEHA prohibits actions that bar or discharge a person from employment or a training program leading to employment based on military or veteran status. Federally, The Uniformed Services Employment Act and Employment Rights Act (USERRA) protects individuals who voluntarily or involuntarily leave employment positions to undertake military service.
Suing for Defamation
There are two types of workplace defamation: slander and libel. Slander occurs when a person orally says something false about another person. Libel is a written form of defamation. In our electronic age, defamation often happens through email, text messages, and chat rooms. In the workplace, it occurs when a supervisor or co-worker makes false and harmful statements about an employee. Often, this happens after an employee has been wrongfully terminated, when an employer makes up misconduct to justify their illegal acts.
Workplace defamation is a serious matter. Because defamation calls a person’s character into question, it can lead other employees to view the victim negatively. It can also lead to firings, lost promotions and bonuses, and make it difficult for the victim to get a job in the future.
However, it is possible to sue the person or people spreading gossip and falsehoods for damages. But keep in mind that defamation can be challenging to prove. So it’s crucial to hire an experienced Los Angeles wrongful termination lawyer to assist you in holding the defaming party responsible.
What Should I Do After I’ve Been Wrongfully Terminated?
Depending on your case, you may need to file a claim with the appropriate governmental agency. The Department of Fair Employment and Housing (DFEH) provides information on filing a wrongful termination lawsuit with the State of California. The Equal Employment and Opportunity Commission (EEOC) explains how to file a wrongful termination complaint under federal law. Both agencies can provide what is called a “right to sue” letter that authorizes you to file a civil lawsuit.
For certain types of claims, you may not need to report misconduct to the DFEH or EEOC in order to file a lawsuit.
Because these technical matters can impact your ability to recover, it’s important to hire an expert employment attorney to guide you.
Compensation forWrongful Termination Claims
Cases involving wrongful termination can vary in compensation depending on many factors, including the losses you suffered financially and emotionally.
In general, some of the wrongful termination damages can include:
- Lost wages/income—This can include the pay that you would have earned had you not been fired, such as overtime and other unpaid wages;
- Lost benefits—The amount of benefits such as insurance, retirement, and stocks, can be included in your damages;
- Emotional distress / Pain and suffering—In some cases, it may be possible to recover damages for the emotional distress you suffered as a result of the termination;
- Punitive damages—For employers who acted egregiously in your termination, punitive damages may be awarded by the jury as a way to punish the defendant; and
- Attorney’s fees—Your claim may also include attorney’s fees and court costs.
Working with an experienced Los Angeles wrongful termination attorney can help you maximize your chances of success. We at King & Siegel LLP are ready to fight for you.
Call Our Los Angeles Wrongful Termination Lawyers Today for a Free Case Review
If you believe you were wrongfully fired from your job, reach out to King & Siegel LLP as soon as possible. Our Los Angeles wrongful termination attorneys are here to listen to your side of the story.
- The Equal Pay Act,
- Sexual Harassment,
- Medical & Disability Leave,
- Stock Disputes,
- Wage & Hour Violations, and
- Workplace Retaliation.
If you or a loved one are a victim of wrongful termination, King & Siegel LLP can help. Our Los Angeles wrongful termination lawyers can walk you through the filing process and help you determine how to proceed. We’re here to fight for you and help you attain the justice you deserve. We take your case on a contingency basis, meaning you don’t owe us anything until we win your case. Contact us today.