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No. California Labor Code § 132a makes it illegal for an employer to terminate, threaten, or discriminate against an employee for filing or intending to file a workers’ compensation claim. If your employer fires you or takes adverse action because you were injured on the job or filed a claim, you may have both a workers’ compensation retaliation claim and a wrongful termination claim.
Remedies can include reinstatement, back pay, a penalty of up to $10,000, and costs and expenses up to $250. You may also pursue a separate civil lawsuit for wrongful termination in violation of public policy, which can include damages for emotional distress and potentially punitive damages.
Retaliation occurs when your employer takes an adverse employment action against you because you engaged in a legally protected activity. Protected activities include filing a discrimination or harassment complaint, reporting wage violations, filing a workers’ compensation claim, taking FMLA/CFRA leave, reporting workplace safety hazards, refusing to participate in illegal activity, and cooperating in a government investigation.
Adverse actions aren’t limited to termination. They can include demotion, pay cuts, schedule changes, negative performance reviews, hostile treatment, reassignment to undesirable duties, or any action that would discourage a reasonable employee from exercising their rights.
加州法院对构成报复的行为持广泛的看法。如果您怀疑自己遭到报复，请记录下所有信息并咨询 employment attorney 在事态升级之前.
No. California has some of the strongest whistleblower protections in the country. Under Labor Code § 1102.5, employers are prohibited from retaliating against employees who report suspected violations of law to a government agency, law enforcement, or a supervisor. Retaliation includes termination, demotion, reduction in hours, pay cuts, reassignment, threats, and other adverse employment actions.
If your employer retaliates against you for whistleblowing, you can file a complaint with the California Labor Commissioner or pursue a civil lawsuit. Remedies may include reinstatement, back pay, front pay, damages for emotional distress, and attorney’s fees.
Additional anti-retaliation protections exist for employees who report workplace safety violations (OSHA complaints), file workers’ compensation claims, report wage theft, or participate in investigations or lawsuits against their employer.
California is an “at-will” employment state, which means employers can generally terminate employees for any reason or no reason. However, there are important exceptions. Termination is wrongful if your employer fired you:
If you believe you were wrongfully terminated, document everything, preserve any relevant communications (emails, texts, performance reviews), and consult an employment attorney promptly. California has strict deadlines for filing employment claims.
一名新婚12天的20岁男子在去上班的路上离开了家。清晨，他正驾车行驶在萨特县的 Pleasant Grove Road 上，遇到一辆行驶缓慢的卡车。当他超车驶出时，卡车司机却突然向他左转。这名年轻男子试图将车驶回自己的车道，但他的车辆撞上了卡车尾部伸出的一块未做标记的金属。他在随后的车祸中丧生。.
阿诺德律师事务所聘请的专家证人证明，该卡车（由一家运输公司拥有和运营）那天早晨本不应该出现在高速公路上。具体来说，在碰撞发生时，该卡车的后部和侧面转向信号灯均未工作，并且后视镜的调整状态很差。结果，司机那天早晨出发前未能对车辆进行妥善检查，以至于在年轻人试图超车时未能看到他的车辆。.
卡车的状况恶劣、缺乏维护以及操作方式被认为是造成导致这名年轻男子死亡的碰撞事故的重要因素。证词还表明，该男子当时正在以合法速度合法超车，并在试图避开碰撞时采取了合理的行动。.
该男子的20岁遗孀获赔$3,767,000.77，其父母获赔$185,131，家属还获得了$11,899的丧葬费补偿。 尽管金钱无法弥补一位年轻人的生命，但这一判决表明，危及他人生命的司机将为其行为承担责任。.