Experienced Wrongful Termination Lawyers in Southern California
Wrongful Termination Employment Law Firm Helping Workers in Difficult Times
The Akopyan Law Firm, A.P.C. represents employees in wrongful termination matters throughout Southern California. An employee whose firing violates California law may have a claim against his or her employer. An unfair termination, however, is not necessarily an unlawful one.
Employees who lose their jobs rarely believe that their employer made the right decision by firing them. More often than not, a terminated employee feels wronged and disagrees with the reasons given for the termination. Unfortunately, it is not always easy for an employee to determine whether that decision violated the law.
A knowledgeable wrongful dismissal lawyer can evaluate the circumstances of the firing and determine whether there is a legal basis for holding the employer responsible. If the employer violated the law, a wrongful firing lawyer can explain the employee’s options and advise whether and how to move forward.
Filing a lawsuit in haste is not necessarily the best way to accomplish a particular employee’s objectives. Each case is unique. Each client is unique. A competent termination lawyer will examine the particular circumstances and provide particularized advice about the available options.
We are unjust firing lawyers helping clients in Los Angeles, Culver City, Costa Mesa, Rancho Cucamonga, San Diego, Oxnard, Temecula, and Bakersfield. Contact us today when you need experienced lawyers to fight for your rights.
Knowledgeable Unlawful Termination Attorneys Advising Employees
Wrongful termination in violation of public policy occurs when an employer discharges an employee for a reason that violates a fundamental public policy supported by a constitutional or statutory provision. Under California law, an employee discharged under those circumstances may bring a tort action and seek damages available for that claim.
A claim for wrongful discharge in violation of public policy generally requires proof of (1) an employer-employee relationship, (2) termination of the employee’s employment, (3) a violation of public policy that was a substantial motivating reason for the termination, and (4) harm caused by the discharge.
Thus, an employee pursuing a wrongful job termination claim must identify more than an objectionable or unfair employment decision. The public policy implicated by the termination must be fundamental and substantial. An employee considering an action against his or her former employer would benefit from understanding these requirements and the limitations that apply.
The wrongful termination attorneys at the Akopyan Law Firm, A.P.C. can evaluate the circumstances of an employee’s discharge, identify the public policy at issue, and advise whether the facts support a claim.
Wrongful Termination Law Firm Ready to Fight for Your Rights in Southern California
The wrongful termination attorneys at the Akopyan Law Firm, A.P.C. have extensive knowledge of California wrongful termination law and substantial experience both prosecuting and defending against unlawful termination claims.
That experience matters when evaluating an employee’s case. An employer may explain the termination that the employee disputes. Our attorneys can examine that explanation, consider the evidence, and advise the employee about the available options.
Each of the unlawful dismissal attorneys at the Akopyan Law Firm, A.P.C. has been recognized by Super Lawyers® through its patented multiphase selection process involving peer nomination, independent research, and peer evaluation.
The Akopyan Law Firm, A.P.C. has recovered millions of dollars for its clients. Simply put, our firm has the knowledge and experience necessary to pursue a favorable outcome. But you do not have to take our word for it. Read what our clients have said and review some of the results we have achieved.
If you are in the Los Angeles area, let our wrongful termination attorneys give you the benefit of their knowledge and experience. An evaluation of your particular circumstances can help you understand whether your employer violated the law and what options may be available. You can reach us online or call (818) 509-9975 today to discuss your situation.
Frequently Asked Questions About Wrongful Termination in Southern California
Can I sue my supervisor for wrongfully terminating me?
No. A claim for wrongful termination in violation of public policy must be brought against your employer. A supervisor or co-worker who is not your employer is not individually liable for that particular claim merely because he or she participated in the termination decision.
Depending on the circumstances, however, the supervisor’s conduct may give rise to a different claim. Harassment and certain claims involving emotional distress may warrant consideration, although each has its own requirements and limitations. The most reliable way to determine whether you have a claim against your supervisor or boss is to consult a wrongful firing lawyer who can evaluate the specific facts.
I am an independent contractor. Can I sue for wrongful termination?
A true independent contractor cannot maintain an employee’s claim for wrongful termination in violation of public policy. An employer-employee relationship is required. But being called an independent contractor does not necessarily make someone an independent contractor.
It may be that the worker was misclassified as an independent contractor. Employees should not assume that they have no rights simply because their employer described or treated them as independent contractors. An experienced lawyer for unjust firing can apply the appropriate legal test to the working relationship and determine whether the worker was, in fact, an employee.
My employer terminated me because I opposed its discriminatory policies. Do I have any rights?
Yes. An employer’s decision to fire an employee for opposing or complaining about unlawful discrimination may violate California law and the public policy against discrimination and retaliation.
A wrongful termination attorney can evaluate the complaint, the employer’s response, and the circumstances surrounding the termination to determine whether the employee has an actionable claim.
My boss claims I was fired for performance, but I believe I was fired because I rejected my boss’ sexual advances. What do I do?
Consult a wrongful termination attorney who can evaluate whether the employer’s performance explanation was an excuse, or “pretext,” concealing an unlawful reason for firing you.
Employers sometimes offer what they describe as legitimate reasons for terminating an employee. But an employer’s claim that an employee performed poorly does not, by itself, resolve whether the firing was lawful. A knowledgeable lawyer can examine the employer’s explanation, the events leading up to the termination, and the evidence supporting your concerns to determine whether you have actionable claims.
Contact Us When You Are Ready to Meet Our Unjust Firing Attorneys
Call the Akopyan Law Firm, A.P.C. today at (818) 509-9975 or contact us online to schedule a complimentary case evaluation. Our attorneys have extensive experience in employment law, including wrongful termination cases, and can evaluate whether your employer violated your rights.
Featured Case: Landmark California Wrongful Termination Precedent: How Courts Protect At-Will Employees
[Green v. Ralee Engineering Co., 19 Cal. 4th 66 (1998)]
In California, most employment is considered “at-will,” meaning an employer can generally let an employee go at any time. However, under a foundational legal principle known as a Tameny claim (Tameny v. Atlantic Richfield Co.), an employer cannot fire an at-will employee if the termination violates a fundamental “public policy” established by a constitution, statute, or regulation.
Through landmark California Supreme Court decisions such as Foley v. Interactive Data Corp. and Gantt v. Sentry Insurance, courts have recognized four main situations where firing an employee violates public policy—when the employee is terminated for:
- Refusing to break the law or violate a statute;
- Performing a legal duty or obligation;
- Exercising a statutory or constitutional right (such as requesting medical leave or opposing discrimination); or
- Reporting a suspected legal or safety violation that affects the public interest.
In Green v. Ralee Engineering Co., a quality control inspector for an aircraft parts manufacturer was fired after complaining internally that the company was shipping aircraft components that had failed safety inspections. Even though he was an at-will employee, the California Supreme Court allowed his wrongful termination lawsuit to move forward, establishing three critical protections for California workers:
- Safety Regulations Count as Public Policy: Public policy protections aren’t limited to statutes passed by the legislature—administrative and federal safety regulations (such as aviation, healthcare, or workplace safety rules) also protect employees from unlawful firing.
- Internal Complaints Are Protected: You do not have to report misconduct to an outside government agency to be protected; raising public safety or compliance concerns internally to your employer can support a wrongful termination claim.
- You Only Need a “Reasonably Based Suspicion”: You do not have to be a lawyer or prove that your employer actually broke the law. As long as you had a reasonably based suspicion that your employer’s practices violated a public safety rule or statute, firing you for speaking up is unlawful.
Important Information
The information provided on this page is general information and is not legal advice for any particular case or situation.
Employment laws and their application depend on the facts and circumstances involved. Nothing on this page should be interpreted as a determination of the claims, defenses, rights, obligations, or remedies that may exist in a particular employment dispute.
Contacting Akopyan Law Firm, A.P.C., submitting information through the website, or receiving information from the firm does not create an attorney-client relationship. The firm does not provide legal advice unless and until it has formally accepted the representation and the required attorney-client agreement has been completed.
Nothing on this page guarantees, warrants, predicts, or promises the outcome of any matter. Akopyan Law Firm, A.P.C., does not provide legal services or practice law outside the State of California.