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Being Fired "At Will" Does Not Mean Being Fired for Any Reason Key Takeaways: California’s at-will presumption under Labor Code § 2922 lets either party end employment at any time, but not for an illegal reason. Main exceptions include terminations that violate public policy (Tameny claims), statutory protections such as FEHA, Labor Code § 432.6, and whistleblower statutes like Labor Code § 1102.5, express or implied contracts created by handbooks, oral assurances, or a course of conduct, and the implied

Where the Line Falls Between Awkward and Unlawful at Work Key Takeaways: Inappropriate touching in a California workplace covers unwelcome physical contact of a sexual nature, including groping, forced hugs, shoulder rubs, hair touching, repeated hand-on-thigh or lower-back contact, cornering, and "accidental" brushing that keeps happening. Under FEHA, such conduct may be unlawful when it is unwelcome, based on sex or another protected characteristic, and severe or pervasive enough to alter your working conditions. A single incident may suffice if

Your Health Information at Work: What California Law Actually Requires You to Share Key Takeaways: California employees rarely must disclose their full medical history to an employer. Before a conditional job offer, FEHA generally bars employers from asking about disabilities or medical conditions, though they may ask whether you can perform essential job functions and may require post-offer exams that are job related and applied uniformly. Once employed, you generally need only provide limited certification confirming a qualifying condition and