CA Employment Law

Tom Feher’s Perspective Most whistleblowers we meet did not know rewards existed – they reported because it was right, got punished for it, and only then learned the law pays whistleblowers a percentage of what the government recovers. If you have real evidence of fraud against the government, you are potentially sitting on both a […]

Tom Feher’s Perspective Mass layoffs move fast, and employers count on workers not knowing the WARN Act exists. In the layoff cases we handle, the pattern repeats: no 60 day notice, a severance offer with a release attached, and a one week deadline to sign. Before you sign anything after a layoff, find out if

The legal grounds for suing an employer in California: wrongful termination, discrimination, retaliation, harassment, wage violations, and leave denial, plus deadlines.

Key Takeaways Average FMLA settlements in California range from $50,000 to $500,000+, with most cases settling between $75,000 and $250,000 FMLA retaliation settlements in California tend to be higher than federal averages due to additional state law protections under the CFRA Recoverable damages include lost wages, lost benefits, emotional distress, and potentially punitive damages for

Key Takeaways You can absolutely sue after quitting if you can prove your resignation was actually a “constructive discharge” caused by intolerable working conditions California’s FEHA provides strong protections against hostile work environments based on protected characteristics like race, gender, age, disability, and sexual orientation The statute of limitations is three years from the date

AB 692, effective January 1, 2026, makes most California stay-or-pay contracts unenforceable, voiding clauses that require workers to repay training costs, signing bonuses, or relocation expenses if they quit. Employers who try to collect under a voided agreement can face restitution orders, civil penalties under Business and Professions Code 17200, and PAGA exposure. Workers who

To sue your California employer for wage theft, you can file a Labor Commissioner claim, a Private Attorneys General Act (PAGA) action, or a civil lawsuit under Labor Code 1194 and 218.5 to recover unpaid wages plus liquidated damages, interest, and attorney fees. California law gives workers three years to sue for unpaid minimum wage

Frequently Asked Questions What is the average settlement for disability wrongful termination in California? Most California disability wrongful termination cases settle between $50,000 and $300,000, with cases involving documented refusal to engage in the interactive process settling between $200,000 and $500,000. Cases with evidence of discriminatory intent and emotional distress damages routinely exceed $500,000. Is

Yes, California’s at-will employment rule generally allows employers to terminate employees who announced retirement, but several exceptions create wrongful termination claims. ERISA prohibits firings designed to deny pension benefits, FEHA protects against age discrimination, and breach of implied contract claims apply when termination violates promised retirement transition policies. Affected employees may recover back pay, lost

California workers misclassified as independent contractors or exempt employees can sue for $5,000 to $25,000 per violation under Labor Code §226.8, plus all unpaid wages, overtime, missed meal and rest breaks, and PAGA penalties. Most misclassification settlements range from $50,000 to $500,000+, with class actions exceeding $5M depending on the number of affected workers and

Yes, you can sue a California employer for unfair treatment when the treatment violates a specific law: FEHA (Government Code 12940) for discrimination, harassment, or retaliation; Labor Code 1102.5 for whistleblower retaliation; Labor Code 232 for pay-discussion retaliation; or wage-and-hour statutes. Generic unfairness without a protected category or protected activity is not actionable in California’s