California Labor Code Section 1102.5
A Guide to Whistleblower Protections and Employee Rights With The Help Of A California Employment Lawyer
California Labor Code section 1102.5 is a law that provides important protections for employees who report unlawful activities or violations of laws or regulations by their employers.
This law, also known as the "whistleblower protection law, " prohibits employers from retaliating against employees who report such activities.
This article will explore the California Labor Code section 1102.5 and how it can protect employees from retaliation. We will also answer frequently asked questions about this law and how a California employment lawyer can help employees who have been retaliated against.
What is California Labor Code section 1102.5?
California Labor Code section 1102.5 is a law that prohibits employers from retaliating against employees who report unlawful activities or violations of laws or regulations by their employers.
This law also protects employees who refuse to participate in activities that would result in a violation of law or regulation. Under this law, employers are prohibited from discharging, threatening to discharge, retaliating against, or discriminating against any employee who reports, or is about to report, any unlawful activity.
Examples of California Labor Code section 1102.5
Here are some examples of situations where an employee may be protected under California Labor Code section 1102.5:
An employee reports that their employer is violating environmental laws by dumping hazardous waste into a nearby river.
An employee reports that their employer is violating wage and hour laws by failing to pay overtime to employees who work more than eight hours a day or 40 hours a week.
Employees report their employer engaging in sexual harassment, discrimination, or retaliation against other employees.
An employee refuses to participate in a scheme to defraud customers or the government.
Frequently Asked Questions About California Labor Code Section 1102.5
Q: What should I do if I believe my employer is engaging in unlawful activities?
A: If you believe that your employer is engaging in unlawful activities, you should report it to your employer's human resources department, your supervisor, or a government agency, such as the California Labor Commissioner's Office. You may also want to consult with a California employment lawyer who can help you understand your rights and options.
Q: Can my employer retaliate against me for reporting unlawful activities?
A: Your employer cannot retaliate against you for reporting unlawful activities. However, if your employer does retaliate against you, you may be entitled to damages, including lost wages, emotional distress, and punitive damages.
Q: How can a California employment lawyer help me if I have been retaliated against?
A: A California employment lawyer can help you understand your legal rights and options and can help you file a claim with the appropriate government agency. Your lawyer can also negotiate with your employer to try to reach a settlement or file a lawsuit if necessary.
Q: How long do I have to file a claim under California Labor Code section 1102.5?
A: You generally have one year from the date of the retaliatory act to file a claim with the California Labor Commissioner's Office. However, you may have more time if the retaliation was part of a pattern or practice of discrimination or if the retaliation was concealed from you.
Find The Right California Employment Lawyer
California Labor Code section 1102.5 is an important law that protects employees from retaliation when they report unlawful activities or violations of laws or regulations by their employers.
Suppose you believe you have been retaliated against for reporting unlawful activities or refusing to participate in illegal activities. In that case, you should consult with a vetted California employment lawyer who can help you understand your legal rights and options.
