Understanding California’s Fair Employment and Housing Act in Wrongful Termination Cases

If you are facing the difficult reality of wrongful termination, you are likely feeling overwhelmed, confused, and unsure of your next steps. Losing a job unfairly can leave anyone questioning their rights and future. At our firm, we understand the emotional and financial toll this can take on you and your family. Our goal is to stand by your side, offer guidance, and help you navigate the complex legal landscape to pursue justice.

What Is the Fair Employment and Housing Act

The Fair Employment and Housing Act, often abbreviated as FEHA, is one of California’s most important laws designed to protect employees from discrimination, harassment, and retaliation in the workplace. Enacted to ensure fairness, FEHA covers various aspects of employment, including hiring, promotions, pay, and termination. It applies to employers with five or more employees and provides protections that extend beyond federal employment laws like Title VII of the Civil Rights Act.

Under FEHA, employees cannot be terminated for reasons related to protected characteristics such as race, religion, gender, age, disability, or sexual orientation. Additionally, the law protects employees who report unlawful practices or refuse to participate in illegal acts. When an employer disregards these protections and wrongfully terminates an employee, the law provides a pathway for the affected individual to seek compensation and accountability.

David P. Myers

Managing Partner

Adam N. Stern

Attorney

Ann Hendrix

Attorney

Robert Kitson

Attorney

Justin Crane

Attorney

Doug Smith

Attorney

Jason Hatcher

Attorney

Morgan J. Good

Attorney

Alvin Ferrara

Attorney

How FEHA Protects Against Wrongful Termination

Wrongful termination occurs when an employer violates legal rights while ending an employee’s contract or employment. FEHA plays a critical role in such cases by outlining the conditions under which termination is considered unlawful. Employers cannot terminate employees in retaliation for filing a complaint, participating in an investigation, or standing up against workplace discrimination or harassment.

The law also shields employees who request reasonable accommodations for disabilities or religious practices. If an employer terminates an individual for seeking these accommodations or asserting their rights, the employee may have grounds for a wrongful termination claim under FEHA. These provisions emphasize California’s commitment to ensuring a workplace free from bias and unjust actions.

Recognizing Signs of Wrongful Termination

Employees often question whether their termination was lawful or whether it violated their rights. Some indicators that a termination may be wrongful include being let go shortly after reporting workplace issues, receiving inconsistent or false reasons for termination, or experiencing a sudden shift in treatment following a protected activity.

It is important to note that California is an at-will employment state, meaning employers can terminate employees without providing a reason, as long as the reason is not illegal. However, FEHA ensures that no employer can use at-will employment as a shield to engage in discriminatory or retaliatory practices. Understanding this distinction is key to identifying wrongful termination.

Quote

I had some issues with my employer. I called a couple of law firms. Some called back and some did not. When David Myers returned my call I found him to be down to earth and personable. He was cognitive about my issues and his knowledge of Labor Law was exemplary. My issues were addressed and handled to my satisfaction. I will recommend David Myers and his law group to anyone who asks. Thank you David.”

- Ken Fretter

Quote

The Meyers Law Group is definitely the lawyer’s you want. We got absolutely misguided by another attorney firm and Maria helped us out and got us taken care of. Maria will take the time to completely understand your case and her knowledge is well beyond the many firms we sat with.Do not! I repeat, Do not! Use another firm without talking to The Meyers Law Group first.Thank you Maria for getting us the results we were expecting."

- Koa G.

Quote

I have hired David Myers for 2 cases. The first was a wrongful termination based on my request for a reasonable accommodation under ADA law. The second case involved an employer who reneged on a written job offer/acceptance. In both cases, David was knowledgeable about the laws, presented the case well, and was supportive of me. We prevailed on both cases. I would recommend David without hesitation."

- Anonymous

Filing a Complaint with the Department of Fair Employment and Housing

Before filing a lawsuit, employees must file a complaint with the Department of Fair Employment and Housing, known as DFEH. This step is essential for pursuing a wrongful termination claim under FEHA. The process involves submitting details about the alleged wrongful acts, after which DFEH will investigate the claim.

If the DFEH investigation finds merit in the complaint, the employee will receive a right-to-sue notice, which allows them to file a lawsuit in court. Employees should act promptly, as strict deadlines apply to filing complaints and lawsuits. Consulting with an attorney early in the process ensures your claim is filed correctly and within the required timeframe.

The Role of Evidence in Wrongful Termination Cases

Proving wrongful termination under FEHA requires strong evidence to support your claim. Documentation such as emails, performance reviews, termination letters, and witness statements can provide valuable insight into the circumstances leading up to the termination. Any records demonstrating discriminatory remarks, retaliatory behavior, or changes in treatment can strengthen your case.

Additionally, keeping a timeline of events can help establish a clear connection between protected activities and the termination. This evidence is vital for demonstrating that the employer’s actions violated FEHA protections. A skilled attorney can assist in gathering and presenting this evidence to build a compelling case.

Potential Remedies for Wrongful Termination

When employees successfully prove their wrongful termination case, they may be entitled to various remedies under FEHA. These can include compensation for lost wages, reinstatement to their former position, and damages for emotional distress caused by the unlawful termination. In some cases, employers may also be required to cover attorney’s fees or implement changes to their workplace policies to prevent future violations.

The goal of these remedies is not only to compensate employees for their losses but also to hold employers accountable for their actions. By pursuing a wrongful termination claim, employees contribute to creating a fairer workplace for others.

The Impact of Wrongful Termination on Your Future

Being wrongfully terminated is not just a professional setback; it can have long-lasting effects on your financial stability and emotional well-being. Losing a job can disrupt your ability to provide for yourself and your family, potentially leading to stress and uncertainty about the future. Additionally, the stigma of termination may complicate your efforts to find new employment, especially if the employer misrepresents the reasons for your dismissal. By addressing wrongful termination through legal action, you can not only seek compensation for your immediate losses but also safeguard your professional reputation. Holding employers accountable sends a message that unlawful practices will not be tolerated.

How FEHA Encourages Fair Workplaces

California’s Fair Employment and Housing Act is more than a legal safeguard; it is a framework for creating equitable and inclusive workplaces. By prohibiting wrongful termination and other discriminatory practices, FEHA ensures employees are treated fairly, regardless of their background or circumstances. Employers are encouraged to maintain policies and training programs that comply with these laws, fostering environments where workers can thrive without fear of retaliation or bias. When employees take action under FEHA, they contribute to the broader effort of ensuring workplaces operate with integrity and respect for all individuals.

Why You Should Not Face This Alone

Navigating wrongful termination cases under FEHA can be a complex and challenging process. The legal framework requires a deep understanding of employment laws, deadlines, and the evidence needed to support your claim. Attempting to handle such a case alone can be overwhelming, especially when dealing with the emotional aftermath of losing your job.

Our firm is committed to providing compassionate and dedicated legal representation to individuals who have been wrongfully terminated. We understand the challenges you are facing and are here to offer the support and guidance you need to pursue justice. Let us help you understand your rights, build a strong case, and seek the compensation and accountability you deserve.

If you believe your rights have been violated, reach out to The Myers Law Group, APC today. Our team is here to listen to your story, answer your questions, and fight for a successful resolution to your case. Do not let wrongful termination go unchallenged. Contact us to schedule a consultation and take the first step toward justice.

To learn more about this subject click here: California Wrongful Termination Laws and the Importance of Documentation

Leave a Reply

Your email address will not be published. Required fields are marked *

Skip to content