California law narrows the basis on which an employer can terminate the employment of an employee.
While all states in the U.S. recognize at-will employment, each state allows specific exemptions. In other words, an employer may not terminate an employee for certain specific reasons. One of the most common prohibitions on terminating employment is discrimination. It would be unlawful for an employer to fire an employee solely because of the employee’s ethnicity, age, gender, religion, or disability status.
All states in the U.S. are at-will employment states. That means that either the employer or the employee can terminate the employment situation for whatever reason. However, employers are limited in terms of what basis they can use to fire an employee. So long as their employment was not terminated for illegal reasons, the employer is within their rights to fire an employee even if it is only because they are in a bad mood.
No employee can be lawfully terminated on the basis of race, sex, gender, gender identity, gender expression, sexual orientation, age, disability, political activities, national origin, religion, genetic information, or status as a veteran.
Employers may not fire employees for unionizing or attempting to unionize. This is a violation of the National Labor Relations Act.
If an employee reports an employer for illegal conduct or actions that go against the public good, that employee cannot be legally fired in California.
Additionally, it is unlawful for an employer to fire an employee for filing a workers’ compensation claim.
Certain leaves of absence are protected by statute. These include:
In order to successfully sue an employer for wrongful termination, you must prove that their grounds were “unjust” under California law. Discrimination, of course, is grounds for unjust termination, but there are contractual breaches that can occur, as well. In addition, there are retaliation claims and an employer may not fire an employee for refusing to commit a crime or otherwise violate public policy.
In California, the standard of proof in a wrongful termination claim is that the illegal reason was a “contributing factor” to the termination. This means that discrimination or any illegal reason does not need to be the only motivating factor, but the plaintiff must show that it was a substantial cause for the decision.
If you have been unfairly discharged by your employer, you may be able to sue them for wrongful termination. You may be able to collect damages related to your lost wages, emotional trauma, attorney and court fees, and, in some cases, punitive damages. Contact Bogaards Law for more information.
Female student was sexually abused by a male student at a local private middle school. The male student had abused other students in the past.
Disputed sexual molestation of high school male student by female teacher at private school.
Plaintiff was the executive assistant for the CEO of a Silicon Valley tech company for only a few years. She was fired for absenteeism and poor work performance; however, plaintiff had a personal relationship with the CEO’s family and claimed that the personal relationship both interfered with her ability to do her office work and lead to her termination.
Court trial in Marin County for breach of plaintiff’s employment contract as an office manager. Plaintiff had both a personal and work relationship with employer, a medical doctor.
Elder abuse case involving the death of a client’s father at a skilled nursing facility due to neglect, dehydration, and open wounds. Case settled at early mediation.
Elder abuse case involving the death of a fellow attorney’s mother within a month of moving into an upscale care facility in Marin County, because she was not given medications. Expedited settlement within three months of claim.
Wrongful death of the 20-year-old daughter of Renee and Israel Morales in the San Bruno PG&E gas pipeline explosion, with co-counsel John Feder. We were the second case to go to mediation resulting in one of the highest settlements in history. We also accompanied Renee Morales to the PG&E criminal trial over 5 years later.
Wrongful death of 94 year old petite grandmother who ran out into traffic in the middle of the block between parked cars against a red light. Our accident reconstruction expert found no liability- zero-against the driver who hit her.
Partial finger amputation of 8-year-old boy with comparative fault.
Plaintiff was an 85-year-old man attending a weekly Rotary meeting at the DoubleTree Hotel in Livermore. He slipped on wet tiles and broke his femur in four places.
Plaintiff slipped and fell on nacho cheese on the floor at a U.S.F. basketball game, injuring his knee and resulting in arthroscopic surgery.
Wrist fracture arising out of pedestrian/auto accident, no surgery.
Carbon monoxide poisoning case where clients, living in a ranch home in west Marin County, had only one day of exposure and no residual symptoms.
Bicyclist suffered broken wrist injury requiring multiple surgeries in no liability case.
Race car professional suffered neuropathic leg pain when race car driver backed up into him, while standing at metal table in hangar.
Homeowner slips on unsecured tarp in her foyer after coming downstairs and sues her general contractor doing her kitchen remodel. Homeowner suffers a severe elbow injury with surgery.
Cyclist gets doored by rideshare car. Bruising and scarring near eye and hand.
Over 35 years of professional excellence
My mediation appointment with Ms. Bogaards was more than interesting as it was conducted exclusively by phone due to the health crisis. Despite this, it went smoothly and productively. The case settled within the allotted time frame due largely in part to Ms. Bogaards persistence but also her vast experience in personal injury work. It was obvious her defense and plaintiff’s background gave her credibility with both parties. All in all, it was all a very positive experience for a first-time use. She was prepared and knew the flash points needed to get this settled. It took time but it was due to the parties obstinance, which she dealt with professionally and civilly. I’ve known Ms. Bogaards over the years from having litigated with her in her role as a defense attorney. I thought this case was perfect for a Mediator with a defense background that also does plaintiff’s work, as she does. I was very impressed with her grasp of value as regards a plaintiff’s case. She was spot on regarding the values and issues. I would not hesitate to use her again and recommend her as a Mediator to all plaintiff’s attorneys who view her strictly as a former defense attorney. She is way more than that; very efficient, there was no wasted time.
Debra Bogaards is one of the most thorough, skilled and aggressive litigators in the Bay Area. She protects her clients and their interests like a mama bear to her cubs. I speak both as a client for whom Ms. Bogaards achieved an incredible result, and as a colleague who has worked beside Ms. Bogaards and has seen her diligence and thought process. Here skillset and tremendous presence and command, regardless of the forum, makes for a most fierce litigator. Ms. Bogaards is always my first recommendation to clients and friends seeking to protect their legal rights relating to personal injuries.
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