Huntington Beach Retaliation Lawyer
- Top Rated Trial Firm
- Over $100 Million Recovered For Clients
- No Fees Unless We Win
In California, the issue of workplace retaliation is alarmingly prevalent. Over 69,000 complaints have been filed by workers with agencies like the EEOC (Equal Employment Opportunity Commission), RCI (Retaliation Complaints Investigation), and CRD (Civil Rights Division) alleging retaliatory actions against them. Specifically, in 2019, these bodies saw more than 24,000 reports from employees across the state who claimed they were subjected to unlawful retaliation.
This high volume of cases highlights a significant concern for employee rights and the importance of having knowledgeable legal support when facing such challenges. With this in mind, we are proud to defend unfairly targeted individuals after standing up for their rights or reporting workplace violations.
Why Consider Feher Law
When you decide to work with Feher Law Firm, you’re not just choosing legal representation; you’re gaining a partner dedicated to navigating the nuanced landscape of employment law. Our personalized and focused approach ensures that our strategy is specifically crafted to meet your case’s unique challenges and needs.
- Empathetic Approaches: We recognize the emotional turmoil often accompanying legal matters, especially in cases involving wrongful termination or discrimination. Our compassionate strategies aim to support you during vulnerable times.
- Zero Upfront Fees: We operate on a contingency fee basis, meaning you won’t incur initial charges. Fees only apply upon successfully resolving your case, ensuring our alignment with securing optimal outcomes without imposing financial stress.
- Litigation and Trial Expertise: Our expertise covers every step of the legal process, from filing initial claims to handling complex litigation stages and, if needed, representing you in court. With a deep understanding of procedural details and strategic skills, we are committed to vigorously advocating for your case to secure the justice you deserve.
CASE RESULTS
RESULTS FROM OUR MOST RECENT CASES
Meet Your Huntington Beach Retaliation Lawyers
Our Huntington Beach employment attorneys are committed to protecting your rights and advocating for justice.
Client Testimonials
These testimonials show the solid reputation we’ve earned through our dedication and proven success:
Understanding Legal Retaliation Laws in California
In California, retaliation laws protect employees from adverse actions taken by their employers in response to protected activities, such as reporting discrimination or harassment, participating in investigations, filing complaints, taking medical or family leave, and whistleblowing.
These laws are enforced under state statutes like the California Fair Employment and Housing Act (FEHA) and various federal laws, including Title VII of the Civil Rights Act, the Americans with Disabilities Act (ADA), and the Age Discrimination in Employment Act (ADEA).
To establish a retaliation claim, employees must demonstrate that:
- They engaged in protected activity,
- Experienced adverse employment action, and
- That there is a causal connection between the two
Employers are prohibited from retaliating against employees who exercise their rights under these laws, and those who engage in retaliatory behavior may be subject to legal consequences.
What Actions Are Considered Illegal Retaliation In the Workplace?
Retaliation can take various forms, ranging from the following actions:
- Termination or layoff
- Unjustified negative performance reviews
- Unreasonable increase in workload
- Denial of promotions or raises
- Withholding training opportunities
- Spreading false information about the employee
- Physical or verbal abuse
Protected Retaliation Actions
In California, anti-retaliation laws offer employees robust protection for activities promoting workplace rights and safety. These protected actions include:
- Reporting Discrimination, Harassment, or Unsafe Conditions: Employees are protected when they report discrimination, harassment, or unsafe working conditions to management or relevant authorities.
- Participating in Investigations: Under California law, engaging in internal or external investigations into workplace misconduct is considered a protected activity.
- Filing Complaints: Employees have the right to file formal complaints with regulatory agencies regarding violations of workplace laws or regulations.
- Exercising Medical or Family Leave Rights: Medical or family leave as provided by law is protected, ensuring employees can attend to personal or family health needs without fear of retaliation.
- Whistleblowing: Reporting illegal or unethical behavior within the organization, known as whistleblowing, is protected under anti-retaliation laws.
- Engaging in Union Activities: Including organizing, joining, or supporting a labor union.
- Filing Workers’ Compensation Claims: Workers’ compensation laws provide benefits to employees who suffer work-related injuries or illnesses.
Employer Obligations For Workplace Retaliation
Employers are bound by law to prevent and effectively respond to any form of retaliation within the workplace. This responsibility entails crafting and implementing explicit policies against retaliation, ensuring that employees participating in protected activities—such as reporting discrimination or unsafe work conditions—are not subject to retaliatory actions.
Employers must also promptly investigate retaliation claims and enforce suitable disciplinary measures when such claims are verified. Equally important is educating staff and management on anti-retaliation laws and company policies to cultivate compliance and foster an environment of safety, respect, and open dialogue.
Adhering to these duties helps safeguard employee rights and contributes significantly towards nurturing a workplace culture conducive to transparency and protection against unjust reprisals.
How to Build a Retaliation Case
Building a retaliation case requires careful preparation and understanding of your legal rights. If you’re facing retaliation in the workplace, it’s crucial to take proactive steps to build a strong case and protect your rights.
Here’s some advice on how to navigate this challenging situation:
- Document Everything: Keep detailed records of any incidents of retaliation you experience or witness. Note down dates, times, individuals involved, and descriptions of the retaliatory actions. Save relevant emails, memos, performance reviews, or other communications supporting your case.
- Gather Evidence: Collect additional evidence to strengthen your retaliation claim, such as witness statements, relevant company policies or procedures, and records of your protected activities. This evidence can help substantiate your allegations and bolster your case.
- Know Your Rights: Be aware of the actions that constitute retaliation and assert your rights by reporting retaliatory behavior to HR, management, or regulatory agencies.
- Seek Legal Advice: With our expertise in employment law, specifically in handling retaliation cases, we can provide you with crucial guidance, assess the viability of your case, and effectively guide you through the complexities of the legal system.
Taking these proactive steps can help you build a solid retaliation case and ensure your workplace rights are protected. Remember, you don’t have to face this situation alone – seek support from our experienced retaliation lawyers, who can advocate for you every step of the way.
Deadlines To File A Retaliation Claim
To pursue a retaliation claim in California, it’s crucial to act promptly. The state mandates that any complaint regarding harassment, discrimination, or retaliatory actions must be submitted to the Department of Fair Employment and Housing (DFEH) no later than one year after such incidents occurred.
This strict deadline shows the importance of documenting your experiences and seeking legal advice early to ensure your rights are fully protected under the law.
Areas of Employment Law We Specialize In
If you’ve experienced discrimination, harassment, or wage disputes, our team is ready to stand by your side and navigate the complexities of your case. From addressing wrongful termination allegations to advocating against discrimination, we offer personalized support to meet your legal needs.
- Wrongful Termination Assistance: If you’ve lost your job unfairly due to discrimination, harassment, or reporting unlawful conduct, know you have legal options. Our wrongful termination team is dedicated to helping you reclaim your position or seek compensation for damages caused by wrongful termination, approaching each case with precision and unwavering commitment.
- Discrimination Defense: Federal and state laws prohibit workplace discrimination based on race, sex, disability, and age in the workplace. Our team is ready to fight for your rights and pursue damages if you’ve faced discrimination, whether through a hostile work environment or unfair employment decisions.
- Combatting Sexual Harassment: Instances of sexual harassment, which include discriminatory treatment based on sex, gender, or pregnancy, violate workplace rights. We offer legal support to address sexual harassment, ensuring a work environment free from such misconduct and advocating for your rights.
- Navigating Wage and Hour Disputes: California’s strict regulations on employee compensation protect workers’ rights. If you’ve experienced issues like improper payment or concerns regarding wage and hour laws, our team will guide you through the legal process, advocating for fair compensation and ensuring your rights are upheld.
- Whistleblower Protection: Reporting unlawful behavior by your employer is safeguarded by federal and California state laws. Should you face retaliation or wrongful termination for whistleblowing, we’re here to help you recover damages and navigate the legal intricacies to protect your rights.
- Executive and Professional Support: For executives and professionals facing legal challenges, we offer tailored assistance with contracts, agreements, and strategic decision-making. We aim to safeguard your interests and advance your career through proactive legal counsel and advocacy.
How Will I Pay for My Employment Law Attorney’s Services?
Feher Law offers legal services on a contingency fee basis for employment law claims, ensuring you won’t face any upfront costs or out-of-pocket expenses. With this arrangement, our fees are contingent upon the successful resolution of your case.
We only collect payment if we secure compensation for you, aligning our goals with yours and demonstrating our commitment to fighting for the justice and settlement you deserve.
Other Locations We Serve
As Huntington Beach employment attorneys, our dedication extends to serving a wide network across Orange County, including but not limited to:
|
|
|
|
Need a Lawyer for Your Case?
Don’t let unfair treatment or retaliation eat away at your peace of mind. Let’s tackle those employment issues head-on together! At Feher Law Firm, we don’t just understand employment law; we live and breathe it. Our team is ready to roll up our sleeves and craft a personalized legal strategy that fits your unique situation like a glove.
Whether you’re facing off against workplace bullies, tangled in contract confusion, or need someone to champion your cause, our experienced attorneys are your allies when you get in touch with us.
Contact us today at (866) 646-6676 to schedule a consultation or discuss your case with our California discrimination or retaliation law attorneys.
Other Locations We Serve
In addition to offering our expertise as a car accident attorney in San Bernardino, we proudly extend our legal services to various other cities in the region.
Our commitment to providing top-notch representation knows no bounds, as we cater to clients in locations including but not limited to:
Speak to a Huntington Beach Employment Law Attorney Today!
Don’t let employment issues linger and affect your peace of mind. Take the first step towards resolving your concerns by speaking with our Huntington Beach employment attorneys. At Feher Law Firm, we understand the difficulties of employment law and are committed to providing you with personalized, effective legal solutions after discussing your case.
Whether you’re facing workplace disputes, contract uncertainties, or any other employment-related challenges, our experienced attorneys are here to help guide you through every step.
Contact us today at (866) 646-6676 to schedule an initial free consultation.
GET A FREE CONSULTATION
Our team is standing by and ready to assist you. Consultations are completely free and confidential. We will help you determine if you have a case.
- Over $100 Million Recovered For Clients
- No Fees Unless We Win
- We Fight for Maximum Compensation
- Get The Justice You Deserve
"*" indicates required fields
FAQs
What is the average settlement for a retaliation lawsuit in California?
The average settlement for a retaliation lawsuit in California varies widely depending on factors like the severity of the retaliation and damages incurred, making it difficult to provide a specific figure. However, settlements can range from thousands to millions of dollars, with some high-profile cases resulting in substantial payouts.
What is the burden of proof for retaliation in California?
In California, the burden of proof for retaliation in an employment lawsuit typically rests on the plaintiff (the employee). To establish a retaliation claim, the employee must demonstrate that they engaged in protected activity, such as reporting discrimination or participating in a workplace investigation, and that adverse action was taken against them as a result.
Additionally, they must show a causal link between their protected activity and the adverse action, often requiring evidence or documentation to support their claim.
What makes a strong retaliation case in California?
A strong retaliation case in California hinges on several crucial factors, including clear evidence of protected activity, such as reporting discrimination or participating in an investigation, and subsequent adverse employment actions like termination or demotion.
Establishing a causal link between the protected activity and adverse action is essential, supported by comprehensive documentation such as emails, memos, and witness statements.
