California Health Care Wrongful Termination Lawyers
Experienced Attorneys Protecting the Rights of Healthcare Workers for over 40 Years
Wrongful termination laws vary from state to state, but in California, most employment is considered “at-will,” meaning the employee or the employer can terminate employment without any reason. However, employment termination can still be wrongful if the employee’s employment is terminated for illegal reasons, is a violation of company or public policy, or is in violation of the employee’s employment contract. Other reasons for wrongful termination can include being fired for being a whistleblower, complaining about workplace issues, or for not being willing to commit an illegal act when asked to by an employer. Discrimination can be considered wrongful termination if an employee is fired because of their color, race, nationality, religion, sex, sexual orientation, gender, or age.
California and federal whistleblower protection laws were created to prevent employers from retaliating against employees who report the employer’s suspected violation(s) of the law. Such reporting is considered protected activity. Retaliation can occur when an employer, through its management agents, terminates or takes adverse action against an employee for engaging in protected activity. Examples of adverse actions are firing or laying off, demotions, denying overtime or promotions, harassment or intimidation, reducing pay or hours, and blacklisting. Some more subtle adverse actions are isolation, ostracization, or mocking, or even constructive discharge. Constructive discharge occurs when an employer makes working conditions intolerable as retaliation for the employee’s protected activity.
California has various statutes which are intended to protect health care employees against retaliation, including, but not limited to, Labor Code § 1102.5, Government Code § 12940, Labor Code § 6399.7, Health & Safety Code § 1278.5, and Health & Safety Code § 1432. Depending on the California or federal law that was violated and the type of violation, your available remedies may differ and the statute of limitations for filing your claim may be quite short. The statute of limitations sets a specific timeframe for when your lawsuit must be filed and can vary from just 6-months to 2-years. This is why it is critical to consult with an experienced health care employment law attorney who can help evaluate your potential claim and protect your rights.
Have You Been Wrongfully Terminated? Speak With A Healthcare Employment Attorney Today!
If you believe you have been wrongfully terminated, targeted by your employer, or retaliated against for engaging in protected activities, contact an experienced medical employment law attorney as soon as possible to review your available remedies. Fill out our online form right now or give us a call at (650) 212-4900 or toll free (800)-529-6353 for a FREE initial phone consultation.
Our Northern California law firm has offices located in the San Francisco Bay Area and the Central Coast serving clients throughout California.
