Did you recently lose your job without a valid explanation? Do you believe that you were wrongfully terminated? Did you lose your job based on any personal characteristic protected by either federal or state law? Did you lose your job after you filed a report regarding a safety hazard in the workplace?

Glendale, California has almost 95,000 employees according to recent statistics. Unfortunately, many employees are fired from their jobs every year without ever understanding the reasons behind their employers’ decision. Even if you are unsure about the reason for your termination, you might suspect that the reasons behind your termination might be unlawful.

Unfortunately, many employers abuse their positions and abuse their employees-eventually terminating them for illegal reasons. If you would like to confirm the suspicions of your wrongful termination and learn more about your right to sue your employer, you must contact our law firm as soon as possible. The experts at California Labor Law Employment Attorneys Group are ready to provide you with the legal guidance that you need to file a claim against the employer that wrongfully terminated you. If you would like to speak with our Glendale lawyers, contact our firm today and request to schedule a free consultation or a free second opinion.

The Laws that Prohibit Wrongful Termination

There are many federal and state laws that prohibit wrongful termination based on specific details. Consider all of the following federal and state laws:

  • California Fair Employment and Housing Act-a state law that establishes that employees cannot be terminated based on their race, origin, religion, age, disability, gender, sex, sexual orientation, gender identity, genetics, medical conditions, military status, or marital status.
  • Civil Rights Act of 1964 (Title VII)-a federal law that establishes that employees cannot be terminated based on their age, rage, gender, origin, religion, or disability.
  • Employee Polygraph Protection Act-a federal law that prohibits terminating employees based on their choice to refuse to take a polygraph test.
  • Immigration Reform and Control Act-a federal law that prohibits termination based on immigration status and employees’ status as aliens.
  • Labor Code 1102.5 LC-a state law that prohibits termination as a form of retaliation after an employee whistle-blowing.
  • Occupation Safety and Health Act-a federal law that prohibits termination as retaliation after reporting a safety violation.

Without a doubt, you are protected by both state and federal law. If you believe that your termination infringed any of your rights as established by the laws above, you must seek legal assistance as soon as possible.

The Right to Pursue a Wrongful Termination Claim

There are many laws in place to protect employees from unjust treatment by their employers. If your employer broke the law when he or she fired you, you have the right to sue and receive compensation. Employers do not have the right to mistreat their employees. If you believe that you were wrongfully terminated based on something that is protected by California law or federal law, you have the right to sue. Do not hesitate to contact the experts at California Labor Law Employment Attorneys Group as soon as possible.

Recovering Compensation after being Wrongfully Terminated

Are you entitled to receive compensation if you were wrongfully terminated? If your employer terminated you based on illegal reasons, you could file a claim and receive compensation. What type of compensation could you receive? How much compensation could you receive? The specific type and amount of compensation that you could receive in a successful wrongful termination lawsuit depends on the specific details of your claim; therefore, it is essential that you discuss your case with an employment lawyer as soon as possible.

In general, some of the categories of compensation that are available for recovery include the following:

  • Lost income: you could be compensated for back pay and front pay (the income that you have lost and will continue to lose due to your termination.
  • Lost benefits: you could be compensated for the different benefits that you lost after you were terminated. Some of the common benefits lost after losing a job include health insurance, life insurance, and stocks, for example. In some cases, claimants were forced to pay out of pocket for these benefits after their termination.
  • Pain and suffering: you could be compensated for the mental and emotional distress caused by your wrongful termination. After you were illegally fired, you could have been left struggling with embarrassment, fear, uncertainty, depression, and anxiety, for example, all of which you could be compensated for.
  • Punitive damages: you could be compensated for punitive damages. Punitive damages usually apply under very specific circumstances as a form of punishment toward the employer that illegally terminated you.

In some cases, successful claims could also result in the reinstatement of employment. Regardless of the specific type and amount of compensation that you are eligible to receive, you could be certain that the employment attorneys at California Labor Law Employment Attorneys Group will aggressively fight for your right to be compensated for your illegal firing. Our lawyers are ready to represent you and fight for your right to recover the highest amount of compensation available for your claim. If you would like to learn more about the type and amount of compensation that you could receive, do not hesitate to contact our law firm at your earliest convenience.

The Statutes of Limitations

Anyone who is considering the possibility of pursuing a claim must be familiar with the statute of limitations. A statute of limitations is a specific timeline that applies to your claim and determines the length of time that you have to file a lawsuit. If you do not file your claim within the time allowed by the statute of limitations, you could lose your right to sue. The deadlines that apply to wrongful termination claims can be difficult to establish, especially since claimants often have to go through specific agencies. The timelines that apply to your wrongful termination claim depend on the action that you are pursuing.

For instance, if you are pursuing a claim with the EEOC (federal agency), you have 180 days to file your claim with the agency. Since California has a similar agency, the time is extended to 300 days. However, if you wish to pursue an independent claim, you must notify the agency and receive a right-to-sue notice; you will then have 90 days to pursue your claim.

If you are pursuing a claim with FEHA (state agency), you have 1 year to file the claim with the agency. If you are interested in pursuing an independent claim, you must also request the right-to-sue document that allows you to pursue your claim in court. After your right to sue is granted, you will have to file your claim within 1 year.

Failing to file your claim within the appropriate statute of limitations could result in the loss of the right to sue. Therefore, it is essential that you contact California Labor Law Employment Attorneys Group and speak to our knowledgeable attorneys as soon as possible. Our lawyers will provide you with all the information that you need to pursue a successful wrongful termination claim against your employer.

California Labor Law Employment Attorneys Group

Do you believe that you were wrongfully terminated? If so, you must seek legal assistance with the experts at California Labor Law Employment Attorneys Group as soon as possible. California Labor Law Employment Attorneys Group is a law firm dedicated to fighting for the rights of all victims of wrongful termination. At California Labor Law Employment Attorneys Group, we believe that employers should not be able to get away with terminating their employees without just cause; therefore, we will fight for your right to pursue a wrongful termination claim and receive the compensation that you deserve. If you would like to discuss the possibility of pursuing a claim with the employment experts at California Labor Law Employment Attorneys Group, do not hesitate to contact our law firm today.

At California Labor Law Employment Attorneys Group, we are dedicated to those who have been victimized by their employers. We understand the stress associated with being wrongfully terminated. We also understand that your finances might be unstable after the loss of your job; therefore, we ensure that you have access to our legal services without having to worry about any expensive legal fees. California Labor Law Employment Attorneys Group offers both free consultations and free second opinions; whether you are interested in beginning your claim or in redirecting your claim after it was affected by the incompetence of another lawyer, you could trust the employment experts at California Labor Law Employment Attorneys Group to provide you with the legal assistance that you need to take legal action against your employer.

Our free consultations and free second opinions are available as part of our Zero-Fee guarantee. Our Zero-Fee guarantee ensures that our clients will never be required to pay for any upfront legal expenses during their legal process. Our firm is also based on contingency. What does our contingency structure mean to you? Because our firm is based on contingency, our clients will not be required to pay anything until their claim is successful. If you do not win, you will not have to pay anything. If you are ready to pursue your wrongful termination claim against your employer, do not hesitate to contact California Labor Law Employment Attorneys Group at your earliest convenience to speak with our Glendale employment attorneys.

Before you slap a lawsuit on your employer’s desk as dramatically as one of their dramatic pictures, you must first file a charge with a government employment agency. There are two available in the state of California – the Equal Employment Opportunity Commission (EEOC) (which operates at the Federal level and enforces the federal anti-discrimination laws) and the Department of Fair Employment & Housing (DFEH) (which enforces the state’s anti-discrimination laws). You must first file a charge with either of these agencies in order to file a lawsuit against your employer.

The EEOC and DFEH have a work-sharing agreement, which means that when you file with one agency, an identical copy of your charge is created and sent to the other agency. This practice of duplicating files is known as dual-filing and is serves two reasons. The first is to avoid any duplicate charges against your employer, and so it keeps everything organized. The second is that because both agencies have a record of your charge, they can best protect your rights under both federal and state laws.

A normal charge under the EEOC has a statute of limitations of 180 calendar days from the day you first experienced the discrimination. The statute of limitations is simply the time limit you have to file a claim against a crime. If you time expires, your lawsuit is no longer considered legitimate and you cannot take your employer to court nor collect any damages or compensation for their unlawful actions. The statute of limitations can be extended to 300 calendar days if both state and federal anti-discrimination laws protect a characteristic under the same basis. For example, since race is protected both federally and in the state of California, your deadline to file the charge jumps to 300 calendar days from the day you experienced the discrimination. If the discrimination was ongoing, then you have 300 days from the day you last received the discrimination. Holidays and weekends do count against your statute of limitations, but if the deadline falls on either a holiday or weekend, your deadline is pushed to the next business day. We do not recommend waiting until the very last day to file your charge as there may be some paperwork or other documents that you forgot to submit.

Once the agencies receive your charge, they will conduct an investigation. Upon their investigation, they will determine if it was more likely than not that your employer broke the law and discriminated against you. Regardless of their outcome, you can request a “right-to-sue” letter which gives you the green light to file a lawsuit and take your employer to court. We advise all of our clients to never request the right-to-sue letter until you and your attorney are ready to move forward.

If you have been discriminated against by a film studio company, call us immediately. We are aggressive lawyers who will pursue the maximum amount of compensation you deserve. We offer free consultation and the zero-fee guarantee; there is no financial obligation on your part because we will not charge you unless we can prove your case and get you the compensation you deserve. Call us today to see what we can do for you.

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