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{"id":3008,"date":"2019-05-28T12:05:41","date_gmt":"2019-05-28T12:05:41","guid":{"rendered":"https:\/\/www.californialaborlaw.info\/?page_id=3008"},"modified":"2020-07-03T11:09:17","modified_gmt":"2020-07-03T11:09:17","slug":"work-retaliation-lawyers","status":"publish","type":"page","link":"https:\/\/www.california-labor-law-attorney.com\/work-retaliation-lawyers\/","title":{"rendered":"Work Retaliation Lawyers"},"content":{"rendered":"

Premier Work Retaliation<\/b><\/span> Lawyers in California
\n<\/b><\/span><\/span><\/h1>\n
Are you looking for a dependable and trusted lawyer to help <\/span>with your <\/span>workp<\/span>lace<\/span> retaliation<\/span> case<\/span> in Los Angeles? United Employees Law Group has got you covered! <\/span>We have a team of experienced staff <\/span>at UELG in Los Angeles <\/span>that are highly <\/span>seasoned in dealing with every aspect of the most complicated <\/span>workplace retaliation<\/span> c<\/span>ases<\/span>.<\/span><\/span><\/p>\n
Watch This Video -><\/span><\/em><\/span><\/p>\n
<\/iframe><\/p>\nAre you experiencing <\/span>workplace retaliation<\/span>? <\/span>Well then you<\/span> have come to the right place, w<\/span>e are here to help you<\/span>. There is no<\/span> reason to tolerate retaliation. Retaliation in the workplace can happen in many different forms, either directly or indirectly. A direct retaliation would be something like the business not advancing you in your career because you helped the IRS review something that affected the business in a negative way. Indirect retaliation is when the retaliating is happening against your co-worker who is employed in the same organization, because of something that you did that seemed to negatively affect the company. <\/span><\/span><\/p>\nIt is very unfortunate that workplace retaliation is typically present in most work environments. It is very common that when a group of workers faces retaliation they are often fired, demoted, receive pay cuts, are not invited to professional gatherings, etc. Luckily there is equal employment law set in place in California that protect employees from experiencing this type of mistreatment. California\u2019s law the Fair Employment and Housing Act (FEHA) does not allow businesses to commit retaliation in the workplace.<\/span><\/span><\/p>\nIf you ever find yourself in a scenario that feels like workplace retaliation, direct or indirect, please reach out to us for a consultation. We are here for you, and would love to help you with your situation.<\/span><\/span><\/p>\n<h2>Generally, what does the Retaliation Law say in California?<\/b><\/span><\/span><\/h2>\nIn basic principle, retaliation in the workplace is when a business takes out their anger on an employee because they have done something that negatively affected the business in some way. In some instances, retaliation can be when an employee is complaining about something, and then the employee’s supervisor cuts their hours, purposely makes it so they cannot complete projects, or finds a false reason leading to a wrongful termination from the business. <\/span><\/span><\/p>\nWhile these examples seem completely unreasonable, not every single case of work retaliation is illegal. Our employment law firm has received many calls from individuals who have felt some form of retaliation, however, they do not have an actual case. <\/span><\/span><\/p>\nTo understand why some cases are worth pursuing, and some are not, please read the following:<\/span><\/span><\/p>\n<h3>There is a noteworthy contrast between things that are out of line and things that are ill<\/b><\/i><\/span>egal<\/b><\/i><\/span>. <\/b><\/i><\/span><\/span><\/h3>\nWith that introduction, you are presumably asking yourself the following <\/span>obvious question<\/span>, “<\/span>Okay<\/span>, so what sorts of retaliation are considered illegal?” <\/span><\/span><\/p>\nAt its most <\/span>basic<\/span> level, California’s retaliation laws restrict <\/span>employers<\/span> from making any antagonistic moves against an employee <\/span>just because they made a complaint or took any action against the company that is legally protected.<\/span><\/span><\/p>\nCalifornia\u2019s congress and court system clearly define protected activities. What are these exce<\/span>ptions<\/span> or confidential activities, and where would you be able to discover them? <\/span><\/span><\/p>\n<h2>Here is a detailed outline of the possible protected activities that the worker might have engaged in:<\/b><\/span><\/span><\/h2>\n<ul>\n<li>The worker would not disregard a law (or <\/span>complained<\/span> that a coworker was abusing a law)<\/span><\/span><\/li>\n<li>The worker contradicted unlawful badgering employment discrimination<\/span><\/span><\/li>\n<li>Th<\/span>e employee<\/span> complained<\/span> about a dangerous working environment<\/span><\/span><\/li>\n<li>The worker <\/span>complained<\/span> about not getting paid the appropriate wage<\/span><\/span><\/li>\n<li>The worker <\/span>filed a complaint<\/span> about patient well-being <\/span>(if they work in a healthcare institution)<\/span><\/span><\/li>\n<li>The worker mentioned a sensible s<\/span>olution<\/span> for a disability<\/span><\/span><\/li>\n<\/ul>\n<h2>Then again, it is completely lawful for organizations to <\/b><\/span>retaliate <\/b><\/span> against an employee if: <\/b><\/span><\/span><\/h2>\n<ul>\n<li>The employer reviews the employees work quality and finds it to be below their standards<\/span><\/span><\/li>\n<li>You spoke about something unprotected (for example, <\/span>impossible<\/span> work expectations, irrational <\/span>work<\/span> objectives, irritating collaborators, terrible organizational authority, and so on.) <\/span><\/span><\/li>\n<li>You report something to HR that is unprotected (for example singled out on the grounds that you were not able to pursue higher education, being set up to <\/span>fail due to not attending after-work activities with coworkers<\/span>, not getting <\/span>promoted, etc.)<\/span><\/span><\/li>\n<\/ul>\nIn its most straightforward structure, unlawful retaliation is roused by an action you took that is secured by law like the former list. <\/span><\/span><\/p>\n<h2>Your Employment Status Should Not Be Affected<\/b><\/span><\/span><\/h2>\nIt is critical to take a <\/span>look<\/span> at unlawful retaliation in the workplace<\/span>\u00a0inside the setting of where you are at the present time. In the event that you remain employed<\/span>,<\/span> a lawyer can offer you diverse guidance, since the situation is<\/span> very complicated<\/span>. On the off chance that the retaliation you encountered brought about a wrongful termination, for the most part, a lawyer will <\/span>take your situation much more directly as it is more straightforward if the employer has already taken such punitive action in response to your actions at work.<\/span><\/span><\/p>\n<h2>In the event that<\/b><\/span> you are<\/b><\/span> <\/b>still employed:<\/b><\/i><\/span><\/span><\/h2>\n<ol>\n<li>Do not be reactive and begin achieving all the set goals in your job. At le<\/span>ast do what you can to reach all the goals set forth for you.<\/span> It’s hard for an organization to <\/span>legitimately<\/span> terminat<\/span>e<\/span> a worker that is exceptionally <\/span>hard-working<\/span> and gives unprecedented <\/span>work effort<\/span> to the organization. <\/span><\/span><\/li>\n<li>Send the message regarding retaliation to the person in authority. Make sure to do this formally. In the event that you trust them, it will be beneficial<\/span>. C<\/span>ompose an affable and non-accusatory objection, and send it to whoever is fitting in the company. This “protest” should be useful, productive, and give sensible <\/span>solutions<\/span>. It is commonly not <\/span>a good idea<\/span> to just point the finger and accuse the <\/span>person who punished you. This may only make things worse and not add anything to your case, or even possibly even harm it. The above is only for consideration, and you should talk to a lawyer before taking or not taking any action.<\/span><\/span><\/li>\n<li>Generally, it is best to call a lawyer when you are fired or terminated. On the off chance that you need to remain at the organization, <\/span>threatening<\/span> a warning of taking it to court typically <\/span>causes a poor reaction<\/span>, and is commonly an inefficient <\/span>plan<\/span>. There are exceptional cases to thi<\/span>s, but generally, it is not advised to declare you are taking your company to court if you plan to stay with the company for some time while you build your case. Do this in private and do not tell anyone until you absolutely must inform them. Furthermore, many lawyers may not consider accepting a case before there is a separation of employment since there are little or no damages in that you are still working and receiving income.<\/span><\/span><\/li>\n<\/ol>\n<h2>If by chance <\/b><\/span>you were <\/b><\/span>already terminated:<\/b><\/i><\/span><\/span><\/h2>\nIf by <\/span>chance you can demonstrate with proof that your boss terminated you <\/span>because<\/span> you participated in a protected activity, at that point, you may have strong grounds to <\/span>take legal action<\/span>. We will investigate the facts in this instance and we will look into retaliation here. <\/span><\/span><\/p>\nFor what reason would you need to seek a claim? <\/span>If<\/span> you win a retaliation case, the business might be compelled to pay your lost wages and rewards (back-pay), future lost wages (front-pay), <\/span>emotional harm<\/span>, and <\/span>other<\/span> damages. <\/span><\/span><\/p>\nAt the point when you are <\/span>terminated<\/span> for a protected reason, clearly, the organization will not concede that reality. <\/span>They know that what they did was potentially illegal.<\/span> They may give a <\/span>false<\/span> explanation, similar to “terrible work disposition,” “lateness,” or “lackluster <\/span>performance<\/span>.” This phony explanation may even have some fact to it, <\/span>perhaps you were late recently, but you were not fired then. If you can prove that there was enough delay between the false reason and the reality that you were fired for a protected action you may have a more solid case.<\/span><\/span><\/p>\n<h2>Company Actions that are considered Retaliation<\/b><\/span><\/span><\/h2>\nCalifornia\u2019s retaliation law is in place so that an organization cannot make an antagonistic move against a worker if you make one of the protected actions. On the other hand, managers are permitted to discipline an employee who makes a false claim.<\/span><\/span><\/p>\nIf you are making a claim against your company, you do need to have proof of the retaliation against you. To win a counterclaim your workplace retaliation lawyer should build up a correlation between your actions and the retaliation against you. They must build a solid case that you were terminated because of the protected action that you made and not for any other reason. <\/span><\/span><\/p>\nFor example, let us imagine that you were making complaints about a dangerous workplace. After you made a few complaints about this, then the organization you work for put you on a performance improvement plan (PIP). If you are then are terminated, it might appear as you were put on PIP as a result of your complaint. But if your boss can demonstrate that they put you on the PIP because of your performance, not your complaints, and had done the same thing to other workers you do not have a strong case and will probably not have a favorable outcome in court.<\/span><\/span><\/p>\n<h3>Here are the company actions that <\/span>are <\/span>defined as retaliation by the California Law:<\/span><\/span><\/h3>\n<ul>\n<li>Organizations are not permitted to <\/span>take action <\/span>against you for reporting infringement of state or government law to an individual inside the organization who has authority over you (for example<\/span>\u00a0your manager, the board, or HR). <\/span><\/span><\/li>\n<li>Businesses may not fight back against you for declining to take a <\/span>part<\/span> in any action that would <\/span>go against <\/span>the law, or a neighborhood, state or government rule or regulation, <\/span><\/span><\/li>\n<li>Employers<\/span> may not <\/span>take action<\/span> against you for <\/span>revealing <\/span>to the administration or a <\/span>government<\/span> organization that your <\/span>company<\/span> has disregarded or neglected to <\/span>follow<\/span> a state or government rule, or regulation.<\/span><\/span><\/li>\n<li>It is retaliation when companies do something to you that is <\/span>unfavorable<\/span> in your working environment because you chose to speak up regarding employment discrimination <\/span>or<\/span> harassment that is transpiring. Here is an office scenario that could fall <\/span>under<\/span> this criteria:\n<\/span><\/span>Suppose you feel that your manager is <\/span>sexually harassing you. He continues asking you out on dates, remarking on the <\/span>clothe<\/span>s you wear and messaging you <\/span>privately, whether it be on your social media accounts or text messages<\/span>. In the end, you send him a courteous <\/span>message <\/span>that<\/span> says<\/span> \u201c<\/span> Hey, I feel like you’re harassing me if you <\/span>wouldn\u2019t <\/span> mind, please stop<\/span>.\u201d<\/span> After this <\/span>he keeps trying to message you, continually making advances. After three weeks, you are terminated for having a \u201cterrible attitude at work.\u201d If you have saved all of the messages and have physical proof that your message back was a large percentage of you being terminated you may have a strong case for retaliation.<\/span><\/li>\n<\/ul>\nRetaliation in the workplace happens in many forms. California <\/span>state laws dealing with retaliation are in place explicitly for that purpose. If you feel that you are in a situation where you have suffered retaliation the best thing that you can do is consult with a work retaliation attorney.<\/span><\/span><\/p>\nYou may find yourself in these situations, but <\/b><\/span>do not fear <\/b><\/span>because we are here for you.<\/b><\/span><\/span><\/em><\/p>\n<h3>Why <\/b><\/i><\/span>Choose United<\/b><\/i><\/span> Employees Law Group as your work retaliation lawyers?<\/b><\/i><\/span><\/span><\/h3>\nOur focus goes beyond presenting top-notch legal advice to our clients. UELG understands employees and has a real-world approach to presenting cost-efficient and timely legal services. Our values determine how our lawyers work together and how we relate to our clients. Our culture is one of rapid adaptation, enterprise, and innovation to change. <\/span><\/span><\/p>\nOur core values are:<\/span><\/span><\/p>\n<ul>\n<li>\n<h4>Virtuous \u2013 <\/b><\/span>UELG performs with integrity and fairness in all our dealings. We sustain strict discretion regarding our cases as well as those of our clients. We always treat each client with courtesy and respect. <\/span><\/span><\/h4>\n<\/li>\n<li>\n<h4>Pragmatic \u2013 <\/b><\/span>UELG is down to earth and utilizes plain English ( Habla Espanol Tambien) in every consultation. We are result-centric instead of being tied down with antiquated processes.<\/span><\/span><\/h4>\n<\/li>\n<li>\n<h4>Optimistic \u2013<\/b><\/span> UELG is always progressive and seeks to establish positive experiences. We maintain relevant and meaningful relationships with our clients in every case we take.<\/span><\/span><\/h4>\n<\/li>\n<\/ul>\n<h4>Call Us Today! <\/b><\/span><\/span><\/h4>\nEvery employee deserves to be represented by a trusted and experienced Los Angeles <\/span>workplace retaliation<\/span> attorney. Here at United Employees Law Group, that\u2019s what we strive to offer with all our practice areas. <\/span><\/span><\/p>\nIf you believe that you have been professionally mistreated, we investigate and if so, we will fight for you. <\/span><\/span><\/p>\nCall United Employees Law Group today to schedule a <\/span>free, no-risk consultation<\/b><\/span> with one of our skilled and reliable <\/span>workplace retaliation<\/span> attorneys. We represent employees in legal disputes in the workplace. Our firm will offer you sound legal assistance to help you protect your civil rights.<\/span><\/span><\/p>\nCall us today at <\/span>888-455-7434<\/span> to schedule a free consultation. You can also visit us at our office location at 5500 Bolsa Avenue, Suite 201, Huntington Beach, CA 92649. <\/span><\/span><\/p>\n<h4 style=\"text-align: center;\"><a href=\"https:\/\/www.california-labor-law-attorney.com\/\" target=\"_blank\" rel=\"noopener noreferrer\">UELG – The Premier California Labor Law Attorney<\/a><\/h4>\n","protected":false},"excerpt":{"rendered":"Premier Work Retaliation Lawyers in California Are you looking for a dependable and trusted lawyer to help with your workplace […]<\/p>\n","protected":false},"author":2,"featured_media":3045,"parent":0,"menu_order":7,"comment_status":"closed","ping_status":"closed","template":"","meta":{"_acf_changed":false,"footnotes":""},"class_list":["post-3008","page","type-page","status-publish","has-post-thumbnail","hentry"],"acf":[],"yoast_head":"\n<title>Retaliation | Los Angeles Employer Retaliation Law | UELG<\/title>\n<meta name=\"description\" content=\"Do NOT Tolerate Retaliation! Unfortunately, employer retaliation is still more common than one would expect in today\u2019s workplace. UELG is here to help!\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.california-labor-law-attorney.com\/work-retaliation-lawyers\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Retaliation | Los Angeles Employer Retaliation Law | UELG\" \/>\n<meta property=\"og:description\" content=\"Do NOT Tolerate Retaliation! Unfortunately, employer retaliation is still more common than one would expect in today\u2019s workplace. 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