Wrongful Termination

Although most California employees are considered to be “”at-will”” employees, employers are nonetheless prohibited from terminating employees for illegal reasons. A wrongful termination occurs when an employee is terminated not because of a legitimate business reason, but because of a protected category (such as sex, race, pregnancy, gender, religion, color, marital status, age, disability, etcetera), because an employee has made a complaint about illegal activities by its employer, because an employee has participated in protected activity (such as reporting sexual harassment or race discrimination), because an employee has complained about workplace safety issues, including workplace violence, because an employee has demanded that proper overtime wages be paid, because an employee has requested that proper meal or rest periods be given, or for any of other protected activity.

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Fast Food Chain Agrees to Pay $150,000 in Sexual Harassment Case
Panda Express, one of the nation’s largest fast food chains – has agreed to pay $150,000 to settle a sexual harassment lawsuit. ... continue reading


  • A 36-year old female, claimed she was sexually harassed by her supervisor, a long term employee, for a period of one year... Result: Jury verdict in favor of Plaintiff for $432,500.00 ... read more
  • Restaurant workers, sued their former employer, restaurant owners, for unpaid overtime and minimum wage violations... Result: $168,015 bench decision in favor of plaintiff. ... read more
  • Manager for a nationwide company that rents electronics, complained of inappropriate behavior by his supervisor regarding the treatment of women... Result: $1,619,000 verdict in favor of plaintiff. ... read more
  • Female, sued her City employer for gender discrimination, harassment and retaliation... Result: $175,000 settlement in favor of plaintiff.... read more
  • Age 54, sued her former employer after she was terminated for absences caused by her medical conditions... Result: $19,014,000 verdict in favor of plaintiff... read more
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