At Van Etten Suzumoto & Sipprelle LLP, our Ojai wrongful termination attorneys can help you obtain justice in the event that you are unlawfully released from a job. In California, wrongful termination cases are infamously difficult to verify considering many employees have no employment contracts and there’s often no strong proof of wrongful termination. Lack of evidence of a contrary agreement or other limitation on the employer’s right to terminate, a business could release an “at will” employee at any time and for any reason. When a termination proves to be illegal, a highly skilled Ojai wrongful termination lawyer from our firm will help you get the compensation you are entitled.
Ojai Wrongful Termination and Violation of Public Policy
Many workers are hired without legally binding employment agreements, and they’re consequently regarded as “at will” employees under California labor laws. An “at will” worker can be legally fired without cause provided the cause of termination doesn’t breach public policy. This kind of a violation can be said to occur if a worker’s wrongful termination resulted from a refusal to break the law on behalf of the employer, was due to discrimination in violation of federal and state laws, was a result of reporting sexual harassment, or was an act of retaliation for the worker’s whistleblower measures.
Representing Wrongful Termination Ojai
An Ojai wrongful termination attorney from Van Etten Suzumoto & Sipprelle LLP will evaluate various documents to find support for your claim. Employment agreements provide the most immediate proof of wrongful termination since they are intended to document circumstances of employment and identify the grounds for an employee’s termination. Aside from a contract, our wrongful termination attorney may analyze the following:
- Payroll and attendance documents
- Performance evaluations
- Employee manual
- Company handbook
- Employment application
- Job description
- Statements from other workers
By reviewing documents and statements, an Ojai wrongful termination attorney can collect proof for arguing that your employer violated explicit exceptions to rules regarding “employment at will.” In addition to retaliation and violation of public policy, these conditions can include the discovery of implied contracts or an company’s commission of fraud or misrepresentation.