When to Sue for Wrongful Termination in California

 Being fired can be an extremely stressful experience. Not only can it be infuriating, it can also throw your life into financial turmoil. However, not every termination is justified.
Sometimes employers break California law when they let employees go. If that is the case, you can seek justice in a court of law. Below are some instances you should know about California law to help you decide when to sue for wrongful termination.
Employers in California Must Follow Their Own Rules
It is true that California is an “at will” state in regards to employment. This means either the employer or the employee has the ability to end the relationship. This is typically the case unless an employment contract is introduced.
However, this general rule changes under certain circumstances. If an employer introduces codes of conduct in an employee handbook or some other form of documentation, California courts expect the employer to follow its own rules as if they were a binding contract. If there are policies in place for employee discipline, termination, etc. and the employer doesn’t follow those rules, a wrongful termination in California can be proven.
Good Cause
Another legal principal in California that can supersede at will employment under certain circumstances is known as “good cause.” Good cause can come into play when an employer makes assurances verbally to an employee that they will stay employed with the company.
If a termination occurs, good cause must be demonstrated. Good cause can be defined as a good or honest reason for the termination. It must not seem arbitrary, spiteful or trivial. The justification must be related to the business’s goals or needs in some concrete way.
For more information about A & T Legal Group, A Professional Law Corporation, go to www.atlegalgroup.com or contact Arutyun “Art” Topchyan at 818-995-8128 or email Art at art@atlegalgroup.com.