Wrongful Termination

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Understanding At-Will Employment

In California, employment is generally considered "at-will," meaning that employers and employees can terminate the employment relationship at any time, for any reason, or for no reason at all, with or without notice. However, this doctrine is not absolute, and several important exceptions exist to prevent abuse and ensure fairness.

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How FairWork Legal Group Can Help

1. Violations of the Fair Employment and Housing Act (FEHA):

The FEHA prohibits termination based on certain protected characteristics, such as race, color, national origin, religion, age, disability, sex, gender identity, sexual orientation, medical condition, genetic information, marital status, and military or veteran status. If you believe you were terminated due to any of these characteristics, FairWork Legal Group can help you file a claim and seek remedies.

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2. Sarbanes-Oxley Act Protections:

The Sarbanes-Oxley Act (SOX) protects employees of publicly traded companies who report fraudulent activities or violations of SEC regulations. If you were terminated in retaliation for whistleblowing under SOX, our experienced attorneys can help you pursue a wrongful termination claim.

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3. Retaliation Against Whistleblowers:

California has broad protections for whistleblowers under various laws. If you reported illegal activities, safety violations, or other wrongful acts by your employer and were terminated in retaliation, we can help you navigate the protections provided by the California Whistleblower Protection Act and Labor Code section 1102.5.

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4. Dismissal Due to Political Activities:

California law prohibits employers from retaliating against employees for their political activities or affiliations. If you were terminated for engaging in political activities outside of work, FairWork Legal Group can help you assert your rights and seek justice.

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5. Retaliation Following a Qui Tam Lawsuit:

Qui tam lawsuits are whistleblower actions brought under the False Claims Act. If you participated in or initiated such a lawsuit and faced retaliatory termination, our legal team can help you seek remedies under both federal and state laws.

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6. Violations of the California WARN Act:

The California Worker Adjustment and Retraining Notification (WARN) Act requires employers to provide 60 days’ notice before mass layoffs or business closures. If your employer failed to provide adequate notice and you were wrongfully terminated, we can assist you in pursuing a claim under the WARN Act.​​

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Legal Recourse for Wrongful Termination

Employees who believe they have been wrongfully terminated have several avenues for recourse. FairWork Legal Group can assist you in:

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1. Filing Complaints:

We can help you file complaints with agencies such as the Equal Employment Opportunity Commission (EEOC) and the California Department of Fair Employment and Housing (DFEH). These agencies investigate claims of wrongful termination based on discrimination, retaliation, and other protected activities.

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2. Pursuing Litigation:

Our attorneys can file wrongful termination lawsuits in state or federal court on your behalf. Litigation can help you seek compensation for lost wages, benefits, emotional distress, and punitive damages. We ensure that your claim is filed within the applicable statute of limitations.

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3. Settlement Negotiations:

In many cases, wrongful termination disputes are resolved through settlement negotiations. We can help you reach a quicker resolution and secure compensation without the need for a lengthy court battle. Settlement agreements may include monetary compensation, reinstatement, and changes to employment practices.

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FairWork Legal Group is dedicated to defending the rights of employees, providing expert legal representation, and seeking justice for those who have been wrongfully terminated. If you believe you have been wrongfully terminated, contact us today for a consultation and let us help you secure the justice you deserve.