Although most employment in California is”at will”, employers can expressly or implicitly modify the at-will nature of the employment. An employer’s right to terminate an “at-will” employee is “subject to limits imposed by public policy.” An employer cannot terminate an employee where the termination is “something that public policy would condemn.”

It is illegal for employers to terminate employees or discipline them unfairly under certain conditions, such as:

• Discrimination
• Whistleblower termination
• Termination for refusal to perform an illegal act
• Termination for reporting suspected unlawful conduct
• Termination for raising safety concerns

Knowing how to identify a wrongful termination is a critical first step toward resolving workplace issues.

Many wrongful termination cases arise because the employer failed to adequately document performance problems or other conduct issues. Improperly trained supervisors and managers can lead to a wrongful termination claim. Ignoring problems or failing to notify employees of problems when they arise can result in a wrongful termination suits. Employers can avoid wrongful termination claims if they take appropriate steps throughout the employment relationship.

The Nuddleman Law Firm helps employers avoid wrongful termination claims. Robert Nuddleman educates employers on best practices to avoid wrongful termination lawsuits, and defends business wrongfully accused of violating the law. The Nuddleman Law Firm represents employees terminated in violation of public policy, including retaliation, whistleblower and discrimination claims.

If you have questions about your termination, or if you are contemplating terminating an employee, contact the Nuddleman Law Firm for a reduced rate consultation. Robert Nuddleman will find out what happened, what you’d like to happen, and help identify obstacles that may prevent you from achieving your goal.