Los Angeles Wrongful Termination Lawyer

Wrongful Termination Lawyers in Los Angeles, CA

Attorneys at Azadian Law Group who have filed wrongful termination lawsuits acknowledge that unfair termination can significantly impact an employee’s life. It can cause money problems, emotional distress, and pain. It can also harm someone’s career and reputation.

At Azadian Law Group, we actively fight for employees’ rights and ensure that we hold employers responsible for unlawfully firing them. Our skilled lawyers are here to help you obtain the maximum compensation possible if you have experienced unfair termination.

Mr. Azadian has recovered over $100 Million for his clients. People regard him as one of the best Los Angeles employment lawyers.

His philosophy to employment litigation is that you have been very reasonable and highly aggressive. “I simply won’t stop until I get my client a good result. These corporations have put these employees and executives through so much that I am thrilled to give them back their power and voice.”

Mr. Azadian carefully evaluates employment cases to determine if a termination is illegal. He has experience in handling many employment cases. He can create a detailed plan. He can adapt the plan to meet each client’s needs.

Mr. Azadian understands that some employees are okay with going through a lawsuit. Some people like severance negotiations, and he talks to clients about all options to ensure a good experience. “I understand that 99% of my clients have never sued a company before and will never likely sue again. My job is to get them the best result possible and ensure they are comfortable with the process.”

What Is Wrongful Termination?

State laws: California is an “at-will” employment state. If employees do not have a contract stating reasons for firing, employers consider them “at-will” employees.

Employers may terminate at-will employees for any (or no) reason as long as it’s not illegal. Generally, illegal reasons for firing at-will employees involve terminations stemming from or related to:

• Discrimination, such as racial discrimination, gender discrimination, pregnancy discrimination, age discrimination, and disability discrimination
• An employee has the right to report their employer’s illegal or fraudulent actions or refuse to participate.

How To File A Complaint Against An Employer for Wrongful Termination?

Filing a complaint for unfair termination is a legal matter. The process can differ based on where you are and your situation. Before taking any formal action, consider consulting an employment attorney. They can evaluate your case, advise you on your rights, and guide you.

• Gather and review your employment contract, if you have one, and any company policies or employee handbooks. These documents may outline the terms of your employment and the procedures for addressing termination.
• Gather and sort important papers like termination letters, evaluations, emails, and proof backing your unfair dismissal case.
• If your employer has a human resources department, follow the company’s internal procedures for addressing employment-related issues. This often includes filing a formal complaint with HR.
• If discrimination, harassment, or labor law violations lead to your unfair termination, you can report it to the government.
• If your complaint to HR or a government agency does not resolve the issue, you may need to file a lawsuit. Your attorney will assist you with this process, including drafting a complaint outlining your case.
• If you are dissatisfied with the trial’s outcome, you may have the option to file an appeal with a higher court. Please consult with our wrongful termination attorney regarding this process.

Wrongful termination cases can be complicated. The steps you need to take may differ based on your situation and location. Please consult our experienced employment attorney to navigate the process effectively and protect your rights.

Common Examples Of Wrongful Termination In Los Angeles, CA

“Wrongful termination cases typically arise when an employer retaliates against an employee for . . . reporting an alleged violation of a statute of public importance.” See Gould v. Maryland Sound Indus., Inc., 31 Cal. App. 4th 1137, 1147 (1995).

Some common and more specific examples of unlawful termination include (but are not necessarily limited to) being fired or dismissed from a job as a result of:

• Complaining about workplace hazards or safety issues.
• Reporting workplace discrimination or harassment.
• Requesting reasonable disability accommodations (for disabled workers).
• Taking medical leave, such as disability leave.
• Refusing to engage in an employer’s fraudulent practices.
• Refusing to lie to a government agency on behalf of an employer.
• Reporting an employer’s illegal actions, such as fraud, to government authorities (i.e., whistleblowing or blowing the whistle on an employer).

Even where the employee is mistaken (meaning their complaint is not factually valid), they are still protected against retaliation as long as they reasonably believe their complaint was justified. See Nosal-Tabor v. Sharp Chula Vista Med. Ctr., 239 Cal. App. 4th 1224, 1242 (2015) (reversing summary judgment in favor of employer and finding that illegal termination based on Labor Code section 1102.5(c) because a reasonable juror could find that the employee/nurse was retaliated against for refusing to lead a cardiac stress test, which the nurse/employee believed should be led by a doctor and was not within a nurses scope of practice); see also Barbosa v. IMPCO Technologies, Inc., 179 Cal. App. 4th 1116, 1123 (2009) (“The public policy behind § 6310 is not merely to aid the reporting of actual safety violations. It also prevents retaliation against those who, in good faith, report working conditions they believe to be unsafe. As long as the employee makes the health or safety complaint in good faith, it does not matter for purposes of an illegal termination action whether the complaint identifies an actual violation of other workplace safety statutes or regulations.”); Yanowitz v. L’Oreal USA, Inc., 36 Cal. 4th 1028, 1043 (2005) (“It is well established that a retaliation claim may be brought by an employee who has complained of or opposed conduct that the employee reasonably believes to be discriminatory, even when a court later determines the conduct was not prohibited by the FEHA. . . . A rule that permits an employer to retaliate against an employee with impunity whenever the employee’s reasonable belief turns out to be incorrect would significantly deter employees from opposing conduct they believe to be discriminatory.”)

Elaborating more on this issue, the following answers some common questions about wrongful termination claims and employees’ rights in Los Angeles, California.