Since our founding, we have represented employees in a wide variety of “retaliation” claims and have defended Companies facing those same claims. California has a strong public policy against retaliation. This public policy is backed by statutes and case law, which provide severe penalties in the form of waiting attorneys’ fees, cost reimbursements, interest and potential punitive damages.
Many clients and potential clients on the employee side mistakenly believe that they have no valid claims because California is an “at will” state. Similarly, many clients and potential clients on the Company side mistakenly believe that they are litigation proof because California is an “at will” state. Both are wrong.
FEHA retaliation involves an allegation that a party was engaged in a “protected activity” as defined by statute — generally speaking, opposing illegal discriminatory conduct by the Company. FEHA retaliation is different than Whistleblower Retaliation. In either case, there can be liability for retaliation, even for acts occurring after the employee has separated from the Company.
If you believe that your employer has retaliated against you, or if your Company is facing a claim for retaliation, you need to act quickly. Please take advantage of our FREE online case submission below and call us today to start a conversation.