Retaliation-based Wrongful Termination Claims In California

In California, employers are prohibited from terminating an employee in retaliation for engaging in protected activity such as reporting workplace violations or discrimination, filing a complaint, or participating in an investigation or legal proceeding. Retaliation-based wrongful termination claims arise when an employer fires an employee as punishment for engaging in such protected activities, regardless of the employee’s job performance. These claims can be challenging to prove, but if successful, can result in significant compensation for the employee.

To establish a claim of retaliation-based wrongful termination, the employee must show that they engaged in a protected activity, such as reporting harassment or discrimination, that the employer took adverse action against them, and that there was a causal connection between the protected activity and the adverse action. The burden of proof is on the employee to demonstrate that retaliation was a motivating factor in the termination.

Adverse action can include not only termination, but also demotion, reduction in pay, denial of a promotion, or other harmful employment actions. The causal connection between the protected activity and the adverse action can be demonstrated by evidence of the timing of events, statements made by the employer or their agents, and any other circumstantial evidence that suggests a retaliatory motive.

If an employee has been wrongfully terminated in retaliation for engaging in protected activity, they may be entitled to compensation for lost wages and benefits, emotional distress, and in some cases, punitive damages. The Law Offices of Barry Khenline can help employees understand their rights and options, gather evidence to support their claims, and negotiate a settlement or represent them in court.

The attorneys at the Law Offices of Barry Khenline have extensive experience in employment law and have successfully represented clients in retaliation-based wrongful termination cases. They can provide employees with a free consultation to discuss their case and offer representation on a contingency fee basis, meaning that clients do not have to pay upfront legal fees and the firm only collects a percentage of the compensation recovered if the case is successful. With the help of an experienced attorney, employees can seek justice and hold employers accountable for their wrongful actions.