The Rutten Law Firm, APC

The Rutten Law Firm, APC employment law attorneys

Call Today: 818-308-5945

Standing Strong For Employee Rights

Begin A Consultation

Wrongful Termination Archives

Can an employer terminate an injured or disabled employee because their 12 weeks of FMLA leave expired?

The short answer is, "no." An employee cannot terminate a disabled or injured employee just because their FMLA leave expires. At that point, the question becomes whether continuation of the leave beyond 12 weeks is a reasonable accommodation for a disability. In other words, if it doesn't pose an undue hardship on the employer, then the employee must be allowed sufficient time to recover and return to work, with or without further accommodations.

Chipotle settles wrongful termination claim with former manager

On May 14, it was reported that Chipotle Mexican Grill Inc. settled with a California former manager after she claimed that the company wrongly terminated her. According to the lawsuit, the woman was accused of stealing $626 from a safe at one of the company's restaurants.

Have You Been Misclassified as an Independent Contractor?

Wrongfully classifying employees as independent contractors just got a lot riskier in California. Earlier this month, the California Supreme Court issued its decision in Dynamex Operations West, Inc., v. Superior Court, adopting a broad view of workers deemed "employees" as opposed to "independent contractors" for purposes of claims alleging violations of California's Wage Orders, established to regulate wages, hours and working conditions for California employees.

Hiring the first lawyer in a Google search could cost you millions

An employee is injured on the job or needs medical care for a serious illness. He takes time away from work. The employer is not happy about this. Employers are never happy when a disabled employee needs an accommodation. Reasonable accommodations, though guaranteed by law -- things like time off from work, modified job duties or an ergonomic work station -- cost employers money. What does the employer do? Oftentimes, they force employees on leaves of absence, harass or retaliate against employees who frequent the doctor, and begin "documenting" so-called "performance issues." Ultimately, employees are terminated because of their disability or injury.

Should I sign my employer's release form in exchange for severance pay?

Employers in California are not required by law to provide severance pay to anyone who is laid off or terminated (some exceptions apply). However, if your employer has provided you with a severance package, you should consider negotiating your severance and release terms, especially if you believe that you have been wrongfully terminated. Remember, it is unlawful for California employers to fire employees because of disability, gender, race national origin, disability, religion, sexual orientation, pregnancy or age. Whistleblowers reporting unsafe working conditions or illegal conduct are also protected.

California Overtime Compensation Laws

First, know the basic rule: All work performed in excess of 40 hours in one week is considered overtime and must be paid at one and a half times (1.5x) your regular rate or pay. Let's say your pay is $15 an hour and you work 50 hours in one week, you should be paid $22.50 for any work performed over 40 hours in a week. Thus, you would be owed $600 in regular pay (40 hours x 15) and $225 in overtime pay (10 hours x $22.5).

Whistleblowers promote public safety and a lawful working environment

The word "whistleblowers" is often perceived with a negative connotation. Sometimes the stigma surrounding being a whistleblower prevents employees from disclosing an employer's violation of a state or federal statute. But whistleblowers shed light to wrongs and even fraudulent actions of an employer, in turn protecting individuals who are harmed. Take for example, a recent case filed by The deRubertis Law Firm that caused the tumbling of Wal-Mart's stocks after a whistleblower's accusations. Huynh v Wal-Mart Stores Inc et al., U.S. District Court, Northern District of California, No. 18-016310.

Filing an Employment Discrimination Complaint with the California Department of Fair Employment and Housing

If a California employee wishes to file a discrimination lawsuit against an employer, she/he must first file  a complaint with the California Department of Fair Employment & Housing (DFEH) or the federal Equal Employment Opportunity Commission (EEOC) and obtain what's called a "right to sue" letter. This process is also known as "administrative exhaustion". The systems are now highly automated and charges can be filed online. The EEOC permits you to mail in a letter containing the following information:

An overview of at-will employment

If a California resident is employed on an at-will basis, it means that this person or his or her employer may terminate a working relationship for any reason. Unless otherwise stated, all employment relationships are presumed to be at-will except in Montana. However, employers do not have the right to wrongfully terminate a worker regardless of what the relationship is between the worker and the company.

Are they writing you up so they can fire you? Is that illegal?

If you are a long term employee with a stellar performance record it might come as a shock if all of the sudden you were being written-up for trivial offenses. Maybe the write-ups were for things that never got you written-up before or maybe they were for things that weren't even true. You might suspect that your employer is laying the groundwork for your termination and wonder if there is anything that you can do.

Email Us For a Response

Do You Have A Question
About Your Case?

Bold labels are required.

Contact Information
disclaimer.

The use of the Internet or this form for communication with the firm or any individual member of the firm does not establish an attorney-client relationship. Confidential or time-sensitive information should not be sent through this form.

close

Privacy Policy

The Rutten Law Firm, APC

The Rutten Law Firm, APC employment law attorneys

Do you need help from an experienced attorney?

Contact us right now to schedule your consultation.

The Rutten Law Firm, APC
4221 Coldwater Canyon Avenue
Studio City, CA 91604

Phone: 818-308-5945
Studio City Office Location

Review Us