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What You Need to Know About California Employment Laws California workers who are classified as “at will” workers may find themselves at risk of being terminated from their workplace for any reason even if it is an unfair one or for no reason at all. Usually, an employee who has been working for an organization for less than five years and doesn’t have an employment contract could be considered an “at will” employee under the California employment laws. The termination needs to have violated some fundamental right to file a wrongful termination claim. Simply put, this means that some federal statute or state regulation or constitutional provision must have been violated by the termination. For example, when the company orders an employee to do something which is against regulations, the law, ordinance or statute, the employer cannot lawfully fire that worker for refusing to do this kind of thing. More to this, one may pursue this in cases such as when an employee complains about what they believe is a violation of the law such as failure to pay overtime, late payment of wages or workplace safety issues and is fired as a result. Another infringement that would lead to a wrongful termination claim comes up when the employee’s authentic reason behind letting go of the worker is dependent on the employee’s gender, age, disability, religion or national origin. Even though such discriminations are under the California Fair Employment and Housing Act, they may also lead to a common law claim as they may be in breach of the public policy. Likewise, this also is true for termination made in retaliation for a worker’s opposition to or complaints about harassment or discrimination on any of the protected classifications listed above. Consider the case when an employee complains about sexual harassment and is criticized at work because of it, disciplined or fired. In this instance, they would possess a claim for retaliation under the Fair Employment and Housing Act and also under common law.
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Other terminations may be unlawful as they are expressly prohibited under different laws. Some of these are the firing of employees because of taking medical, or maternity leave or sexual orientation. Employees who have to take leave due to a serious medical condition or must care for a child or parent that has such a condition, are protected under the law. The protection under law applies if they have worked for the company for more than a year or more than 1250 hours during the previous year or the organization has more than 50 workers within a seventy-five-mile radius. State and Federal laws are enacted to protect workers against wrongful termination. Normally, these laws prohibit termination predicated on race, age, gender, nationality, religion, and handicap.3 Laws Tips from Someone With Experience