Encino Whistleblower Retaliation Lawyer

Encino Whistleblower Retaliation Attorney

Deciding to blow the whistle on unethical, illegal, or dangerous activities within your company is an admirable yet daunting choice. Exposing wrongdoing and confronting institutional misconduct requires true courage and personal sacrifice.

As whistleblower retaliation lawyers, we have the utmost respect for those who prioritize truth, transparency, and accountability above their own self-interest. We understand this is not an easy path, especially when retaliation can threaten your livelihood and future.

If you have witnessed unlawful actions that violate regulations, endanger the public, abuse shareholders or compromise integrity, you may feel compelled to act, but uncertain how. Rest assured – you are not alone in this fight.

By partnering with a knowledgeable attorney, you can proceed strategically, avoid common pitfalls, and emerge safely on the other side, having followed your conscience.

California has strong laws prohibiting employers from retaliating against workers who blow the whistle on suspected illegal or unethical activities. These whistleblower protections encourage employees to report misconduct without fear of reprisal.

Even if an employee’s suspicions turn out to be incorrect, they are still shielded from retaliation under the law as long as they have a reasonable and sincere belief that misconduct is occurring. The goal is to promote accountability and integrity in the workplace.

Some examples of legally protected whistleblowing include:

• Reporting suspected criminal conduct by the employer to law enforcement
• Disclosing violations of regulations or laws to supervisors or compliance officers
• Filing wage theft or labor law complaints with state agencies
• Revealing incompetent, wasteful, or unethical practices to oversight bodies (for public employees)

Employer retaliation can include severe actions like termination, demotion, or pay cuts. But it also encompasses more subtle forms of reprisal like:

• Unfair disciplinary write-ups
• Denial of promotions or professional development
• Exclusion from important meetings and communications
• Threats of retaliation against immigrant employees
• Micromanaging or undue criticism of work product
• Assignment of an unmanageable workload or unattainable goals
• In essence, any adverse action taken to punish a whistleblower or dissuade others from speaking up is unlawful.

Overview of Protections

California has several robust laws shielding employees who blow the whistle on unlawful or unethical workplace activities from retaliation. The main statutes are Labor Code 1102.5, 98.6, and 6310. Under all three of these statutes, you have three years to file a lawsuit in Superior Court. Together these statutes prohibit employers from taking adverse actions against workers who disclose misconduct in good faith.

Labor Code 1102.5 – General Whistleblower Protection

This broadly prohibits retaliation against employees who report:

• Violations of laws/regulations to government agencies
• Violations of laws/regulations to supervisors or compliance officers
• Unethical activities to oversight bodies (for public employees)

You are protected even if your report turns out to be incorrect, as long as you have a reasonable factual basis and sincere belief that misconduct was occurring.

Labor Code 98.6 – Wage and Labor Law Violations

This law specifically protects employees who report violations of wage and hour discrimination or other labor laws to the California Labor Commissioner. It shields not only workers but also their family members from retaliation.

Labor Code 6310 – Health and Safety Violations

This statute bars retaliation against workers who report unsafe working conditions, health code violations, or other health and safety infractions to Cal/OSHA. It also prevents retaliation against employees’ family members who report such violations in Encino, CA.

If companies fail to comply with safety rules or act negligently, workers can suffer both physical and emotional harm. If you feel there are important safety issues being violated at your place of employment, and you’ve complained and been retaliated against for making those complaints, your employer likely is liable under Labor Code section 6310.

Some frequent safety issues in a variety of work settings include:

• Fire risks and lack of adequate emergency exits or signage
• Slip, trip and fall accidents due to spilled liquids or objects obstructing walkways
• Getting trapped in machinery or struck by moving equipment
• Vehicle crashes during work-related travel
• Threats, harassment or violence by coworkers, customers or intruders
• Working in confined spaces leading to head injuries or muscle strains
• Exposure to toxic chemicals or asbestos

Under California and federal laws, employers have a legal obligation to provide a hazard-free work environment and take precautions to protect the health and safety of employees. Retaliating against an employee for raising these important issues is illegal.

Contact An Encino Whistleblower Retaliation Lawyer Today

If an employee’s lawsuit goes to trial, the employer bears the burden of proving by clear and convincing evidence that they would have taken the same adverse actions absent any whistleblowing.

In addition, employers may not retaliate against workers for whistleblowing activities at previous jobs. Protections also extend to coworkers who cooperate with whistleblower investigations.

By conferring extensive protections against retaliation, California empowers employees to speak out when they witness misconduct, protecting public health, safety, and integrity.

By consulting with the Encino whistleblower lawyers at Gruzen Moussly Law, employees who suffer retaliation can hold employers accountable and recover damages, including lost wages and benefits, emotional distress, and punitive damages.

The path of a whistleblower is not easy, but those with conviction can spark positive change. With legal support and preparation, justice and integrity can prevail.