Wrongful Termination Employment Lawyers Lakewood

Most employees in California are employed at will, meaning an employer can end employment for many reasons. However, an employer cannot terminate someone for unlawful reasons such as discrimination, retaliation, or in violation of fundamental public policy.

Miracle Mile Law Group provides expert legal representation for employees in Lakewood who have experienced wrongful termination, ensuring their rights are protected under California law.

Common Legal Theories in Wrongful Termination Cases

Wrongful termination is not a single claim but can be based on different statutes and legal theories.

• Discrimination (FEHA): Firing someone based on protected characteristics like race, sex, age, or disability.
• Retaliation: Terminating an employee for engaging in protected activity, such as opposing discrimination or requesting an accommodation.
• Whistleblower Retaliation (Labor Code § 1102.5): Prohibits retaliation against an employee for disclosing information they reasonably believe violates a law.
• Constructive Discharge: When an employer makes working conditions so intolerable that a reasonable employee feels forced to resign.

Wrongful Termination in Violation of Public Policy

California recognizes a common law claim for being fired for reasons that violate fundamental public policy.

• Tameny v. Atlantic Richfield Co. (1980): Established that an employer cannot discharge an employee for refusing to perform an illegal act.
• Green v. Ralee Engineering Co. (1998): Expanded public policy claims, holding that administrative regulations can serve as the basis for a Tameny claim, protecting employees reporting safety violations.
• Guz v. Bechtel National, Inc. (2000): Addressed pretext in discrimination claims and clarified the standards for breach of implied contract claims.
• Hearn v. Pacific Gas & Electric Co. (2025): A recent ruling that further clarifies the evidentiary requirements and scope of wrongful termination in violation of public policy claims under California law.

Wrongful Termination in Lakewood Workplaces

Lakewood employees commonly work in retail, healthcare, and public sector roles. Specific facts are critical when evaluating whether a termination was a pretext for illegal conduct in these environments.

• Healthcare (Lakewood Regional Medical Center): Firing after requesting a reasonable accommodation for a disability or upon return from CFRA/FMLA leave.
• Retail (Lakewood Center mall): Terminating an employee for using legally protected paid sick leave or reporting timecard manipulation.
• Education (Long Beach Unified School District): Being replaced by a younger worker after age-related comments.
• Public Sector (City of Lakewood): Discipline that begins immediately after protected activity, followed by termination. Public employees must file a government tort claim within six months of termination.

Key Evidence to Gather

Wrongful termination cases are often won on documentation. Helpful items include the termination letter, performance reviews, complaints you made, medical notes, and payroll records. California employees have the right to inspect their personnel records under Labor Code § 1198.5.

Potential Remedies

Remedies aim to make the employee whole and can include back pay, front pay, emotional distress damages, punitive damages, and attorney’s fees.

If you live or work in Lakewood and believe you were terminated for an unlawful reason, contact Miracle Mile Law Group. Our attorneys will review the facts, explain possible claims and deadlines, and represent you in pursuing the justice and compensation you deserve.