DEFENDING EMPLOYEE RIGHTS THROUGHOUT CALIFORNIA

Reporting your employer for illegal behavior—such as labor violations, discrimination, harassment, or fraud—is a serious decision. Under California law, employees who blow the whistle are protected from retaliation. However, to strengthen your position and protect yourself legally, it is essential to take careful steps before and during the reporting process. 1. Understand Your Rights as a Whistleblower California Labor Code sections, including Labor Code §1102.5, protect employees who report suspected illegal activities to a government or law enforcement agency. You are also...

If you’ve reported illegal conduct by your employer and are now experiencing retaliation, you may have strong legal grounds to take action under California’s whistleblower and anti-retaliation laws. These laws are designed to protect employees who come forward to expose unlawful practices in the workplace. Recognizing Retaliation Retaliation can take many forms, not just termination. If you’ve experienced any of the following after reporting illegal activity, you may be facing unlawful retaliation: Termination or demotion Reduction in pay or hours Negative...

Under California law, it is illegal for an employer to fire or retaliate against an employee for reporting unlawful conduct. Employees who report their employer’s illegal activities are protected by whistleblower laws designed to encourage transparency and accountability in the workplace. Whistleblower Protections in California California’s Labor Code Section 1102.5 is one of the most robust whistleblower protection laws in the country. It prohibits employers from retaliating against employees who report suspected violations of local, state, or federal laws or regulations. ...

To prove retaliation under California labor law, employees must demonstrate a clear connection between their protected activity and the adverse action taken by their employer. While retaliation can be subtle, there are key elements and types of evidence that help support a successful claim. Elements Required to Prove Retaliation California courts typically require proof of the following three elements to establish a retaliation claim: Protected Activity: The employee engaged in an activity protected by law, such as reporting harassment, filing a wage claim, or requesting...

Under California labor law, employees are protected from retaliation when they engage in certain legally protected activities. These activities are actions an employee has the right to take without fear of punishment, such as being demoted, fired, harassed, or otherwise mistreated by their employer. If an employer takes negative action in response to any of these protected activities, the employee may have grounds for a retaliation claim. Common Examples of Protected Activities Reporting Discrimination or Harassment: Complaining about workplace discrimination or harassment based...

Retaliation at work occurs when an employer punishes an employee for engaging in legally protected activity. Under California Labor Law, retaliation is strictly prohibited, and employees who experience it may have grounds for legal action. Protected activities include reporting discrimination, harassment, wage violations, unsafe working conditions, or participating in investigations or legal proceedings related to workplace rights. Examples of Protected Activities Filing a complaint about workplace discrimination or harassment Reporting wage theft or unpaid overtime ...