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Wrongful Termination Lawyers

California wrongful termination lawyers at Feldman Browne Olivares, APC, formerly known as the Feldman Law Firm, based in Los Angeles, have represented hundreds of California employees in wrongful termination lawsuits. Our wrongful termination lawyers have obtained more than $100 million dollars in monetary awards and settlements on such wrongful termination claims on behalf of California workers.

In California, wrongful termination law has a specific meaning. It does not mean that the termination was wrong, or unfair. It means that the California termination violated specific public policies contained in CA statutes, regulations or constitutional provisions.

For example, it is unlawful for a California employer to fire an employee due to gender, pregnancy, age, race, disability, taking of a medical leave, requesting a reasonable accommodation for a disability, national origin, sexual orientation, age, marital status, or because the employee engaged in whistleblowing by complaining about or otherwise opposing certain specified unlawful, fraudulent or unethical conduct. Our wrongful termination lawyers have also successfully litigated cases involving wrongful termination law for employees who were fired for standing up for and associating with victims of discrimination and harassment.

In presenting the basis for your case in the area of wrongful termination law to a knowledgeable wrongful termination attorney, an employee fired for the wrong reasons may show their firing was wrongful in many different ways-such as via statistical evidence, comparative evidence, or direct evidence. Direct evidence, such as discriminatory comments made by the decision-maker, is often the most persuasive for a wrongful termination lawyer to present in a court of law.

However, in larger companies, it may be possible to use statistical analysis to demonstrate that the employer systematically discriminates against a particular protected category of people in hiring, promotions and terminations, such as persons of a particular race or religion. Such evidence would raise an inference that the action taken against a particular employee of that race or religion was also infected by racial or religious animus or prejudice. Comparative evidence also raises an inference of discrimination by showing that different rules and standards were applied for persons of different races or religions.

Under the California Fair Employment and Housing Act (FEHA), it is unlawful for an employer to demote, suspend, terminate or harass any employee because that employee has engaged in protected activities. Such protected activities include protesting, complaining about, resisting or otherwise “opposing” discrimination or harassment on the basis of race, sex, disability, national origin, age, or religion. Retaliation by the employer is prohibited whether the employee is opposing harassment or discrimination directed against themselves or another employee.

Moreover, the protection from retaliation is the same whether it turns out that the original harassment or discrimination complaint was valid or not! A California employer may not take any adverse employment action against an employee that complains about or otherwise opposes discrimination or harassment so long as the employee had a reasonable belief that what he/she was complaining about was unlawful harassment or discrimination. Without a wrongful termination attorney, these types of practices may continue unpunished.

It is also unlawful for a California employer to retaliate against an employee for refusing to violate any law, for reporting the employer for violating any law, or for protesting conduct by the employer that is the subject of any state or federal statute, regulation, or constitutional provision. See also, Whistleblowing Retaliation.

Please contact us with questions (such as, what is the average settlement for wrongful termination?) or concerns regarding your issue.

DISCLAIMER: This website is intended to provide general information only. Nothing contained in this article, or on this website, is intended to provide legal advice. By using this website you acknowledge and agree that you have not formed an attorney-client relationship with Feldman Browne Olivares, APC and will not rely on any information contained on this website without personally speaking with one of our attorneys. You further understand and acknowledge that Feldman Browne Olivares, APC strongly encourages anyone who believes they may have a claim to communicate directly with a lawyer, whether from Feldman Browne Olivares, APC or any other firm.