At Van Etten Suzumoto & Sipprelle LLP, our Moorpark wrongful termination attorneys will help you get justice in the event that you are wrongfully fired from a job. In California, wrongful termination claims are infamously challenging to prove considering a lot of workers have no employment contracts and there’s often no strong proof of wrongful termination. Absent evidence of a contrary agreement or other limitation on the employer’s right to fire, a company may release an “at will” worker at any time and for any reason. When a firing proves to be illegal, an experienced Moorpark wrongful termination lawyer from our law firm will help you get the compensation you are entitled.
Moorpark Wrongful Termination and Violation of Public Policy
Many workers are hired without any legally binding employment contracts, and they’re consequently considered “at will” employees under California labor laws. An “at will” employee can be legally fired without cause as long as the reason for firing doesn’t breach public policy. Such an infringement can be said to exist if a worker’s wrongful termination resulted from a refusal to break the law on behalf of the employer, was due to discrimination violating federal and state laws, was a result of informing of sexual harassment, or was an act of retaliation for the employee’s whistleblower measures.
Representing Wrongful Termination Moorpark
A Moorpark wrongful termination attorney from Van Etten Suzumoto & Sipprelle LLP will analyze various documents to obtain support for your claim. Employment contracts supply the most immediate proof of wrongful termination as they are designed to record conditions of employment and establish the grounds for a worker’s termination. Aside from a contract, our wrongful termination attorney may analyze the following:
- Payroll and attendance records
- Performance evaluations
- Employee manual
- Company manual
- Employment application
- Job description
- Statements from other employees
By reviewing records and statements, a Moorpark wrongful termination attorney can gather evidence for arguing that your employer violated specific conditions to rules regarding “employment at will.” In addition to retaliation and violation of public policy, these exceptions may include the documentation of implied agreements or an company’s commission of fraud or misrepresentation.