Wrongful Termination One Team. One Goal.

Pasadena Wrongful Termination Attorney

Assisting Clients With Wrongful Termination Matters in California

Our dedicated team of experienced employment law attorneys at Law Offices of Paul P. Cheng & Associates is committed to upholding your rights and ensuring that justice is served. If you believe you've been wrongfully terminated, don't hesitate to reach out. We offer free consultations and operate a 24/7 Chinese hotline to address your concerns promptly.

With a reputation built on integrity and dignity, our award-winning legal experts have a deep understanding of California employment law. We're here to advocate for your rights and guide you through the complexities of a wrongful termination case. Your job security and fair treatment in the workplace matter, and we're ready to fight on your behalf.

Contact us or call (888) 356-4937 to request a free consultation with our seasoned Pasadena wrongful termination lawyer at Law Offices of Paul P. Cheng & Associates. Our services are available in English and Chinese.

Understanding Wrongful Termination in California

In simple terms, wrongful termination refers to a situation where an employer terminates an employee's contract of employment illegally. This could be due to discrimination, retaliation, refusal to commit illegal acts, or violation of public policies among others.

What are Signs That You May Have Been Wrongfully Terminated?

Determining whether you've been wrongfully terminated in California involves assessing the circumstances of your employment termination. In California, employment relationships are generally "at-will," which means an employer can terminate you for any lawful reason or no reason at all, with some exceptions.

Here are some indicators that may suggest wrongful termination:

Discrimination: If you were fired due to your race, gender, religion, age, disability, or other protected characteristics
Retaliation: If your termination follows actions like reporting workplace violations, discrimination, harassment, or participating in a lawful whistleblowing activity
Breach of Contract: If you had an employment contract that stipulated specific termination procedures or guaranteed job security for a certain period, and your employer violated these terms
Violation of Public Policy: If your firing violates established public policy, such as refusing to participate in illegal activities or taking legally mandated leaves, it may be wrongful termination.

Evaluating your situation with a qualified Pasadena wrongful termination attorney can provide clarity on whether your termination qualifies as wrongful under California law.

What Proof Do I Need in a Wrongful Termination Claim?

Key forms of evidence include the following:

Employment Records

Your employment records, like contracts, performance reviews, or promotion documentation, can help prove whether your termination violated any contractual obligations or if it was unwarranted based on your work performance.

Employment Contract: If you had a written or implied contract outlining terms related to termination, this document will be critical in proving breach of contract claims.
Performance Reviews: Positive reviews can counter an employer's claims that you were terminated because of poor performance.

Communication with Employer

Emails, text messages, or written correspondence between you and your employer or human resources can serve as critical evidence. If these communications suggest any bias, discriminatory intent, or retaliation, they could support your wrongful termination case.

Discriminatory Remarks: Any documented evidence of discriminatory comments or behavior in writing or verbally could indicate unlawful motivations behind your firing.
Retaliatory Statements: If your employer made statements suggesting your termination was linked to whistleblowing or filing a complaint, this evidence strengthens your claim.

Witness Testimony

Colleagues, managers, or other witnesses who can testify about the conditions surrounding your termination could deliver valuable support for your case. If they observed or overheard discriminatory remarks or actions, their testimony could be instrumental in proving your wrongful termination claim.

Co-worker Statements: Witnesses who can verify your claims of discrimination or retaliation can corroborate your story, lending credibility to your claim.
Third-Party Statements: Independent individuals, like clients or customers, who have observed unfair treatment may also provide useful testimony.

Evidence of Retaliation or Discrimination

If your employer took any adverse actions against you after you engaged in a protected activity (e.g., filing a complaint, reporting illegal behavior, or requesting family leave), document these incidents carefully. This could include disciplinary actions, demotions, or threats before your termination.

Retaliation Timeline: Evidence of any retaliatory actions taken shortly after you engaged in protected activities can help establish a connection between the two events.
Discriminatory Patterns: A history of discriminatory behavior in the workplace, like firing or disciplining others for similar reasons, could be used to show a pattern of unlawful termination practices.

Company Policies and Procedures

Reviewing the company's handbook or policies regarding termination procedures may uncover whether your termination was handled improperly. If your employer failed to follow established procedures when terminating your employment, this could be evidence of wrongful termination.

Violation of Protocol: If the employer failed to deliver adequate warnings, conduct performance reviews, or follow due process, this could serve as additional evidence of unlawful termination.

Contact Our Wrongful Termination Lawyer in Pasadena Today

If you believe you have been wrongfully terminated, reach out to us immediately. Our team is here ready and eager to assist you. We offer a free initial consultation where we will discuss your case in detail and provide the best legal advice tailored for your unique situation.

Contact us today by calling (888) 356-4937 to schedule a consultation and take the first step toward seeking justice with our Pasadena wrongful termination attorney.

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I would HIGHLY recommend Paul P. Cheng and his Law firm the Cheng Law Group. My wife and I were being sued by a former employee of ours so we took to Yelp, and after reading the many amazing reviews of his law firm we decided to give him a call for a free consultation. Soon thereafter, we were sitting in Mr. Cheng's conference room with an amazing view by the way discussing our entire case. Mr. Cheng was kind, courteous, professional and very knowledgeable about employment law. I was actually surprised about how much time he took with us going over the detailed information we brought, explaining every single option we had with our case. At the end of our consultation and without asking us to retain his firm, he offered to write a complimentary letter to the opposing law firm saying that we denied all of their claims and that any further communication could be directed to his law firm; now what other lawyer would ever offer to do this? After doing so we never heard from that former employee or her law firm again and I'm sure the reason is because they knew with their baseless claims there was nothing they can do against a real lawyer like Mr. Cheng. So if you are looking for a lawyer with actual integrity and concern for the well fair of others I would certainly recommend giving Mr. Cheng a call, you won't regret it.

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