In California, wrongful termination occurs when an employer ends an employment relationship in violation of the employee’s legal rights. Basically; it's defined when the employer terminates employee by violating California labor law, a federal statute, and public policies of the jurisdiction. But wrongful termination varies according to the terms of the violation; when the employer crosses that line of the breach, employees have a right to bring a lawsuit against the employer for wrongful termination.

Whatever; if the employer’s actions were intentional and acted maliciously or terminated for an unlawful reason, the employee can get too entitled to recover damages. In that case, to recover appropriate compensation, employees should contact an experienced and best wrongful termination lawyer California, who will successfully handle their lawsuit and get able to given the preference compensation.

In the sections below, the article will provide an extensive outline of wrongful termination in California and explain the typical situations. As a result, the employee will be able to protect their employment rights.

Part 1: Forms of wrongful termination in California:

Although most of the employees in California are considered to be at-will employees. This term means that either the employer may terminate the employment at any time, for any reason. Still, it can't violet the legal employment rights. The following some specific elements are listed to bring a wrongful termination lawsuit. 

Discrimination: When the employer dismissal the employee for any kinds of discrimination reasons like a disability of mental & physical, age, religion or creed, gender identity, gender expression, race, color, sexual orientation, pregnancy, and nationality.  

Retaliation:  Many cases, it will be seen that the employer is terminating the employee for previous hostility, which is completely forbidden under California civil rights law.

Reporting to Violation of Law: If an employee is a dismissal for the reason of saying against their company violation of law to government authorities, then the employee is included on the whistleblower protection policy. As a result, the employer has no legal rights to terminate the employee for these reasons.

Family or Medical Leave: Under the California Family and Medical Leave Act (FMLA), if the employer terminated the employee for unpaid sick leave or cared for newborn children that wholly prohibited.

Employee's refusal to commit an illegal act: According to California labor law, the employee have the rights to refuse to commit illegal activities. In those reasons, the employer can't dismissal the employee from their job.

Part 2: Steps to take when the employee face wrongful termination in California

Gather and preserve all available evidence related: 

When the employee strongly believe their separation has happened unlawfully, they should gather and preserve all possible evidence related to wrongful termination. Types of informational evidence that an employee can use to prove their case include video, audio, computer-generated evidence, oral testimony or eyewitnesses by co-workers and supervisors; job-related documentary evidence, text messages or email, and furthermore. 

The most crucial things must be kept in mind is that employee should be collecting in such evidence to support their claim, and even analyze previous wrongful termination case that was occurred with another employee. When an employee writing their allegation situation, it should be included detailed information and don't ignore any relevant topic, which will firmly help to prove the allegation.

File a wrongful termination claim and lawsuit: 

In California, to bring a wrongful termination lawsuit against the employer more accessible from other states, because the employee can take advantage of comparably more than the employer. As California employee, they should take immediate step to take lawsuit against their employer according to seek advice from an experienced lawyer, if terminating employee firmly believe that was illegal.

Therefore, the employee could file a lawsuit in an appropriate government agency or court. But one thing is to keep in mind that for claiming this lawsuit has some restrictions on the timeframe.