Wrongful Termination Employment Lawyers Huntington Park

Wrongful termination in Huntington Park

While California is an at-will employment state, meaning either party can generally end the relationship without cause, it is illegal for an employer to fire an employee for unlawful reasons. In Huntington Park, wrongful termination claims frequently arise in the local manufacturing, retail trade, logistics, and healthcare sectors when terminations are tied to discrimination, retaliation, protected leave, or violations of public policy.

Public Policy Wrongful Termination (Tameny Claims)

A core legal theory is the Tameny claim, established in Tameny v. Atlantic Richfield Co. (1980). This precedent prevents an employer from discharging an employee for refusing to perform an illegal act or for exercising a statutory right, as such actions violate fundamental public policy. In Green v. Ralee Engineering Co. (1998), the California Supreme Court expanded this doctrine, ruling that public policy claims can be based on administrative regulations that carry out statutory policies, such as reporting safety violations in an industrial or warehouse setting.

Implied Agreements and Good Cause

Although employment is presumed at-will, it can be overcome by an implied-in-fact contract requiring good cause for termination. However, as determined in Guz v. Bechtel National, Inc. (2000), longevity of service alone is insufficient to overcome the at-will presumption. Employees must demonstrate other factors, such as explicit assurances or consistent adherence to progressive discipline policies. Recent developments, including Hearn v. Pacific Gas & Electric Co. (2025), continue to define the evidentiary requirements needed to prove an implied contract and unlawful termination.

Special rules for public employees

Employees of public entities, such as the City of Huntington Park or the Los Angeles Unified School District (which operates local schools like Huntington Park High School), face stricter procedural hurdles. Under the Government Tort Claims Act, a public employee must typically file a government tort claim within six months of the termination before a lawsuit can be filed. Missing this deadline can permanently bar a lawsuit.

Remedies and Legal Action

Remedies for wrongful termination can include back pay, front pay, emotional distress damages, and punitive damages. Claims under FEHA generally require filing with the California Civil Rights Department within three years.

If you worked in Huntington Park and believe your rights were violated, Miracle Mile Law Group offers a case evaluation to determine your legal options and pursue your claim.