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When Speaking Up About Safety Costs You Your Job Key Takeaways: No, a Torrance aerospace employer generally cannot lawfully fire a worker for making a good-faith safety complaint. California Labor Code §§ 6310 and 1102.5 protect employees who report unsafe conditions or suspected legal violations, whether internally or to agencies like Cal/OSHA. Section 1102.5(c) also protects workers who refuse tasks that would violate the law, while § 6311 protects refusing work that poses a real safety hazard. Terminating someone soon

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