Pasadena Wrongful Termination Attorneys
Wrongful Termination Law Firm in Pasadena
In California, employment is considered “at will” unless there’s a contract for your work with a term and termination. This means that a California employer may terminate its employees at any time without the need to produce a reason even if the employer simply does not like the employe. However, this does not mean that the employer may terminate someone in violation of the law. One area that is often implicated is the discrimination of an employee based on his or her protected group such as age (over 40 only), race, gender, sexual orientation, pregnancy, disability, use of leave, national origin or religion. This also includes the real protected group or even the perception that the employee (or applicant) belongs to the protected group. If any of these instances sounds like your situation, contact our offices right away to preserve your rights.
Our Pasadena-based Attorneys are Available to Guide You In Your Wrongful Termination Case – Call Stephen Danz & Associates today at 877-789-9707, or Contact Us Using the Online Form. Once you’ve scheduled you are appointed with our office, our attorneys will provide you a free evaluation of your claim.
We are Pasadena employment attorneys with a focus on Wrongful Termination claims. We have a network of associates throughout California and the resources to take on the biggest companies. Although local Pasadena companies range across all industries and disciplines, there are some behaviors that remain the same – those by certain employers who abuse their employees’ rights. Wrongful Termination is one of the most common causes of action in California, and consequently, our plaintiff-side only attorneys have routinely filed these claims on behalf of numerous Pasadena residents. If your a Pasadena or surrounding resident and are searching for a ‘ Wrongful Termination Attorney Pasadena ‘ you need to speak to Stephen Danz & Associates.
Forms of Wrongful Termination
Wrongful Termination comes in many forms. In general, it is a claim that a California-based employer terminated an employee in violation of public policy. In other words, although employment in California is “at will” – which means that an employee may be terminated at any time and for any reason – that does not include a reason that is unlawful. Additionally, there are some powerful exceptions to the “at will” rule. Here are the most frequent wrongful termination violations that our attorneys litigate:
Wrongful Termination Based on Public Policy Violation
California Employers may not wrongfully terminate employees in violation of public policies such as when employees complain about being harassed at work, take reasonable time off to vote, serve on jury duty, perform military service, or take the allowable bonding time or pregnancy leave under the Family and Medical Leave Act and/or California’s Family Rights Act.
Wrongful Termination Based on Discrimination
A California-based company may not terminate its employee due to the employees opposing of discrimination, or employer discrimination due to employee membership in a protected group such as age (over 40), request for reasonable accommodation due to disability, gender, marital status, religion, race, sexual orientation, pregnancy, national origin, or medical condition. The relevant laws are Title VII of the Civil Rights Act of 1964 (“Title VII”) and California’s Fair Employment and Housing Act (“FEHA”). Our specialized employee-side only attorneys review the case with you and remain involved each step of the way until your case is resolved. Often, this involves a review of the facts, request, and analysis of the evidence through subpoena, deposition of your supervisor and those involved in the decision-making, as well as many other resources that are well beyond the capability of smaller law firms.
Wrongful Termination Based on Retaliation
As an extension to discrimination, an employer may not retaliate against an employee who complains about discrimination or harassment against the employee or another employee whether the claim is legitimate or the employee merely had a reasonable basis that such conduct is unlawful. Employers also may not retaliate against employees who decline to violate local, state or federal statutes, regulations, or other laws.
Wrongful Termination Based on Whistleblower Activity
A California employer may not fire an employee due to the employee’s complaints about the employer’s violation of laws, participation in whistleblowing about an employer’s illegal conduct, or aiding the government in litigation against the employer by serving as a witness or supplying evidence to an enforcement agency. This defense also protects employees who whistleblow for another employee as long as the whistleblower had reason to believe an employer engaged in fraudulent, illegal, or unethical conduct.
For any questions about the above information, or to consult a specialized Wrongful Termination law attorney about your case in Pasadena, call the employment law offices of Stephen Danz & Associates today for a free no obligation consultation at 877-789-9707.
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“I can’t say enough good things about Stephan Danz & Associates. Our case was particularly challenging, one that would likely have frightened off less skilled attorneys. Steve personally addressed our case, guiding us calmly through every step and ensuring that the process was civil and dignified. In the end, Steve negotiated a tremendous settlement for my co-plaintiff and me. Although more than five years have passed since our case began, I continue to send clients to Steve and his impressive team of attorneys.
– Susan C.”
Stephen Danz & Associates-Pasadena