Los Angeles Retaliation Attorney
Experienced Employment Attorneys Representing California Employees in Retaliation Cases
Whistleblower Team Lead
Former DOJ Attorney
Whistleblower Team Lead
Whistleblower Team
Former U.S. Attorney and District Attorney
If you were wrongfully terminated or experienced any other form of adverse employment action after exposing your current or former employer in Los Angeles, you may have a retaliation claim under California or federal law. Retaliation is statutorily prohibited in a wide range of circumstances; and, when employers violate the law, they can—and should—be held accountable.
Each workplace retaliation attorney at our law firm has extensive experience representing employees whose rights have been violated. We focus our practice on representing executives, management personnel, and other high-level employees who have substantial claims for damages. If you would like to discuss a potential case with one of our senior attorneys, we encourage you to contact us for a confidential consultation today.
Do You Have a Retaliation Claim in Los Angeles County? Our Attorneys May Be Able to Help You Recover Damages If:
- You reported unlawful treatment of employees (i.e., harassment or discrimination) or other illegal activity in writing;
- After filing your report, you experienced an adverse action related to your employment (i.e., you were terminated, demoted, or reassigned to a less-favorable position); and,
- You have reason to believe that your adverse employment action was retaliatory, and you are prepared to work with our attorneys to hold your employer (or former employer) accountable.
Filing a Retaliation Claim Requires Proof of a “Protected Activity”
In all cases, filing a retaliation claim requires proof of a “protected activity.” Generally, this involves reporting a violation of state or federal law. This can be either an internal or external report, though it will be important to ensure that you have come forward through the appropriate means based on the specific circumstances of your case.
Our Los Angeles workplace retaliation lawyers represent employees in cases involving:
Age Discrimination
Age discrimination (against employees who are age 40 or older) is prohibited under the federal Age Discrimination in Employment Act (ADEA). Age (40 or older) is also one of several protected characteristics under the California Fair Employment and Housing Act (FEHA). Employees who report age discrimination under the ADEA or FEHA—including those who have experienced discrimination—can pursue retaliation claims when warranted.
Disability Discrimination
Employees who report disability discrimination can pursue retaliation claims when warranted as well. In California, disability discrimination in the workplace is prohibited under the Americans with Disabilities Act (ADA) and FEHA.
Race, Color, or National Origin Discrimination
Race, color, and national origin discrimination are prohibited under FEHA and Title VII of the Civil Rights Act of 1964. If an employer retaliates against an employee who reports race, color, or national origin discrimination in the workplace, this is another scenario in which a claim for damages may be warranted.
Sex or Gender Discrimination
Workers can also pursue retaliation claims when they experience adverse employment actions after reporting sex or gender discrimination. Collectively, FEHA and Title VII provide broad protections against discrimination based on sex, sexual orientation, gender identity, gender expression, pregnancy, marital status, and other personal characteristics.
Sexual Harassment (Hostile Work Environment or Quid Pro Quo)
Sexual advances and many other forms of sexualized conduct in the workplace constitute clear violations of both California and federal law. When employers engage in (or implicitly allow others to engage in) sexual harassment, they deserve to be held accountable. Employers that retaliate against workers who report sexual harassment deserve to be held accountable as well.
Wage and Hour Violations
Failure to pay overtime compensation, wage theft, and other similar types of wage violations can also serve as clear grounds for legal action. Like the other violations discussed above, if an employer fires or takes other adverse employment action against an employee who reports a wage violation, this can provide clear grounds for a retaliation claim under California or federal law.
Whistleblower Complaints Under Federal Law
Along with employment-related matters, we also represent clients who have filed whistleblower complaints under federal law. Whistleblower representation is one of our core practice areas as well, and we have a deep understanding of the eligibility requirements and other issues involved in these cases. If you have questions about filing a whistleblower retaliation claim under the False Claims Act or any other federal statute, we invite you to contact us for more information.
Filing a Retaliation Claim Requires Proof of an Adverse Employment Action
In addition to proof of a protected activity, filing a retaliation claim also requires proof of an adverse employment action. Our law firm represents executives, managers, and other high-level employees in cases involving serious adverse employment actions such as:
- Wrongful termination
- Demotion
- Reduction in pay
- Reassignment
- Suspension
Negative performance reviews and other adverse actions can also warrant retaliation claims in some cases. If you are facing substantial employment-related losses due to any type of retaliatory adverse employment action, our attorneys may be able to help.
Filing a Retaliation Claim Requires Proof of a Causal Connection
The third key element of a workplace retaliation claim is a causal connection between an employee’s protected activity and an employer’s adverse employment action. This generally requires proof that the adverse employment action was taken in close temporal proximity to the protected activity (i.e., within approximately three months). From text messages to internal memos, various forms of evidence may be available; and, if you have a retaliation claim, our attorneys can seek to obtain the evidence needed to prove your claim through all available legal means.
What You Can Expect When You Choose Our Retaliation Attorneys to Handle Your Employment Case
If you have a retaliation claim against your current or former employer, your choice of legal representation matters. Here is what you can expect when you choose a Los Angeles retaliation attorney at Oberheiden P.C. to represent you:
1. We Have High-Level Experience in Cases Involving Violations of Employee Rights
You can expect to work closely with an attorney who has high-level experience in cases involving violations of employee rights. This includes cases involving discrimination, harassment, and retaliation.
2. We Will Take a Comprehensive and Custom-Tailored Approach to Your Employment Claim
You can expect our law firm to take a comprehensive and custom-tailored approach to your employment retaliation claim. This includes seeking the full damages to which you are entitled (including punitive damages, if applicable).
3. You Will Work Directly with Our Senior Employment Lawyers Throughout the Process
Throughout your case, you will work directly with our senior employment retaliation lawyers. Our legal team is composed exclusively of lawyers with senior-level experience.
4. You Will Receive the Advice You Need to Make Sound Decisions
From making decisions about your job to making decisions about seeking the justice you deserve, we will provide the advice you need to make sound decisions. Advising our clients is a key aspect of our attorney-client relationship.
5. Our Employment Lawyers Will Work to Recover Maximum Damages on Your Behalf
As mentioned above, we will use our experience to seek the full damages to which you are legally entitled. In all employment retaliation cases, we focus on recovering maximum damages for our clients.
FAQs: Employment Law Cases Involving Workplace Retaliation
What are the federal laws that prohibit retaliation against employees?
Several federal laws prohibit retaliation against employees. Along with anti-discrimination laws like the ADA, ADEA, and Title VII, this also includes whistleblower laws like the False Claims Act. Our employment attorneys handle retaliation cases in Los Angeles involving all applicable federal statutes.
Is retaliation prohibited under California law?
The California Fair Employment and Housing Act (FEHA) is the primary statute that prohibits retaliation at the state level. FEHA applies specifically to retaliation in response to reports of harassment, discrimination, and other unlawful employment practices.
What damages are available in workplace retaliation cases in California?
Employees who have retaliation claims in California can seek compensatory damages for their lost earnings, lost benefits, and other qualifying losses. Double back pay can be awarded in some cases. Punitive damages are available in some cases as well.
Does your law firm also represent employers?
Our law firm represents employers in federal investigations and complex commercial litigation proceedings. If we represent your employer, we may not be able to handle your retaliation case. We will conduct a conflicts check before proceeding with any potential engagement.
How do legal fees work in employment retaliation cases?
We handle employment retaliation cases under a hybrid fee arrangement that involves an initial retainer fee or reduced billing rates plus a success fee that is paid on a contingency-fee basis. We will discuss our fee options with you in detail during your confidential initial consultation.
Contact Oberheiden P.C. | A Retaliation, Whistleblower, and Employment Law Firm
If you believe you may have an eligible case and would like to speak with an attorney at our law firm about your legal options, we invite you to get in touch. To discuss your case with one of our senior Los Angeles retaliation lawyers in strict confidence as soon as possible, call 888-680-1745 or tell us how we can contact you online now.
