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Understanding Workplace Retaliation Under California Law Key Takeaways: A workplace retaliation claim in Southern California becomes viable when an employee engaged in legally protected activity, suffered a materially adverse employment action, and can establish a causal link between the two. Protected activity includes formal complaints, opposing conduct reasonably believed unlawful, using sick leave, and refusing to waive rights. Adverse actions include termination, demotion, pay cuts, constructive discharge, and immigration-related threats. Causation requires proof that retaliation was a substantial motivating reason

The FEHA Rule Every Southern California Worker Should Understand Key Takeaways: California’s Fair Employment and Housing Act protects workers from discrimination when their employer regularly employs five or more people, making employer size the threshold question in many wrongful termination claims. Harassment protections reach nearly every employer, including those with just one worker. FEHA prohibits discrimination based on protected characteristics such as age, race, sex, religion, and disability. Proving disparate treatment requires showing a protected characteristic was a substantial motivating

When Reduced Hours Cross the Line Into Illegal Retaliation Key Takeaways: Yes, it can be illegal for a Los Angeles employer to cut your hours after a complaint if the reduction was motivated by protected activity like reporting harassment or discrimination. Under California’s FEHA and Labor Code, retaliation extends beyond termination to include reducing hours, cutting pay, or altering schedules. Proving such a claim requires connecting your protected complaint to the adverse action through timing and documentation. You remain protected