Governor Gavin Newsom signed a slate of pro-employee legislation into law in the past month, including critical freelancer/independent contractor and family leave laws. In addition, businesses with more than 100 employees are now required to report data on salary by gender and race to the California Department of Fair Employment and Housing, providing more transparency into the wage gap.
According to federal data, workplace retaliation is alarmingly common in California and across the United States. For instance, the Equal Employment Opportunity Commission reported that it received 39,469 charges of retaliation in 2018, which accounted for over 50% of all complaints filed that year.
There is a point at which relationships might break down between you and your employer. It is a simple fact of doing business: People sometimes lose their jobs. However, if you have a feeling that something was not quite right about your termination, you may find an ally in the California court system.
A man who filed multiple claims against Roadrunner Intermodal Services and Central Cal Transportation has amended his complaint to add a count claiming protection under California’s whistleblower protection statute. The amended complaint was filed in federal court on March 5.
Because California is an “at will” employment state, your employer can fire you for any reason except those that are against the law, such as mental or physical disability, pregnancy, race or religion. Clearly, you do have some protections. You cannot be terminated, for example, because of your gender or age. Also, it is unlawful for your employer to fire you because of your political affiliation.