Retaliation/ Whistleblower

Federal and California laws prohibit employers from retaliating against employees for engaging in protected activity, such as lodging a complaint, reporting illegal activity, and exercising legal rights.  California’s Fair Employment and Housing Act (“FEHA”) specifically provides that an employee cannot be discharged, expelled, or discriminated against because he or she opposed practices by the employer that violated their rights under FEHA or because he or she filed a complaint, testified, or assisted in any proceeding brought under FEHA.

California’s Labor Code also protects whistleblowers.  Section 1102.5 prohibits employers from retaliating against employees who reported or who they believe has reported or believe might report reasonably-believed violations of state or federal laws, rules, or regulations internally to a person with authority, to a government or law enforcement agency., or to any public body conducting an investigation, hearing, or inquiry.  Employers also cannot prevent employees from disclosing reasonably-believed violations of local, state, and federal laws, rules, or regulations.  Whistleblowers are protected regardless of whether that employee’s job duty already required him to disclose the information.

If you believe you may have been subject to retaliation, you should speak to an attorney immediately.  Contact Ares Law Group now if you would like a FREE consultation on your claim.

DISCLAIMER.  The information on this site is not, nor is it intended to be, legal advice. You should formally consult an attorney for advice regarding your individual situation. We invite you to contact us and welcome your calls, letters and electronic mail.  Please be advised, however, contacting us, submitting a case to us, and/or discussing your case with us does NOT create an attorney-client relationship. Please do not send any confidential information to us until such time as an attorney-client relationship has been established.