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Los Angeles Whistleblower Attorney

Employees who witness or are aware of instances of corruption, discrimination, sexual harassment, failure to address unsafe working conditions, fraud, or other such improper behaviors occurring in the workplace may understandably feel the urge to share this information with agencies or individuals who can intervene accordingly. This is the essence of whistleblowing.

In California, laws exist to ensure workers are not unfairly punished for disclosing this type of information. That does not mean employers always abide by these laws and regulations.

Do you suspect your employer is not obeying the applicable laws? Do you feel retaliated against or were you terminated after making a complaint? If so, contact our Los Angeles whistleblower attorneys at Mancini & Associates.

California’s Whistleblower Laws: What You Need to Know

California Labor Code Section 1102.5 establishes the rights of employees to share various types of information with government agencies, law enforcement agencies, and other such relevant parties. Specifically, the law restricts employers (or those operating on their behalf) from:

  • Making, adopting, or enforcing any policies or rules that would prohibit an employee from disclosing information to government or law enforcement agencies or similar parties;
  • Retaliating against an employee who either has disclosed certain information to relevant parties or who is suspected of doing so.

This section of the California Labor Code also prohibits employers from taking other retaliatory actions against employees that may not directly relate to instances of whistleblowing. For example, if an employee refuses to participate in an activity that would result in them breaking the law, an employer or someone acting on their behalf cannot retaliate against said employee.

Examples of Retaliation Against Whistleblowers

Terminating an employee is the most obvious form of retaliation an employer may engage in when reacting to whistleblowing. However, it is not the only potential way an employer might retaliate against an employee who has disclosed certain types of information by sharing it with government agencies, testifying before a public body, or taking any similar actions.

Other forms of retaliation include (but are not necessarily limited to) the following:

  • Denying an employee a promotion they may deserve;
  • Demoting an employee;
  • Denying earned bonuses;
  • Creating a hostile workplace environment;
  • Denying benefits;
  • Unnecessarily disciplining an employee;
  • Ridiculing and/or harassing a whistleblower;
  • Making unnecessary adjustments to pay or hours;
  • Taking steps to prevent an employee from securing employment elsewhere in the future (such as telling others within the industry that said employee is “difficult” or uncooperative);
  • Dishonestly accusing a whistleblower of performing poorly;
  • Preventing an employee from attending training sessions or participating in other events/activities that might otherwise help them develop their professional skills and provide them with expanded opportunities.

It can be difficult to know whether an employer’s actions or behavior constitute a violation of California’s Labor Code Section 1102.5. To better understand whether your employer is treating you improperly after you have disclosed information about the company to certain parties, meet with a Los Angeles whistleblower attorney to review the details of your case.

Contact a Los Angeles Whistleblower Attorney Today

At Mancini & Associates, serving clients since 1997, we are passionate about fighting for the rights of employees. If you suspect an employer has violated California’s whistleblower laws, call us today at 818-783-5757 or contact us online to schedule your free consultation.

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