Strategic Guidance for Whistleblower Employment Lawsuits
State and federal law protect you from retaliation for raising concerns about your employer's illegal conduct. Whether you stand up for your right to legal wages or working conditions or call attention to illegal conduct by your company or coworkers, you have legal remedies available if your employer retaliates against you. Often, employers terminate or otherwise discipline whistleblowers for speaking up. This is illegal, and we can help you assert your rights.
If your coworkers or supervisors are engaging in illegal conduct, or if you have been retaliated against for raising compliance concerns, we can help. Illegal conduct at work is extremely common.
Are You A Whistleblower?
A whistleblower is someone who learns of illegal activity and reports it, either internally or to government agencies. The illegal conduct does not need to be occurring at your employer; for example, you could learn that a client or contractor who is committing fraud and suffer retaliation for reporting it. In this case, you would be a whistleblower in.
In California, a number of laws protect whistleblowers. We can help you determine if you have a case. We encourage you to contact us for a free consultation if you would like to talk through your situation and better understand your rights.
Types of Whistleblower Cases
Whistleblowers report a wide variety of misconduct, so there are many types of cases.
- Data Privacy and Security Whistleblowers
- Insurance Fraud Whistleblowers - falsely inflating the amount of a loss, submitting fake billing information, paying kickbacks to physicians, failing to disclose information
- Tax Whistleblowers - tax fraud
- Medical Whistleblowers - billing for services not provided, up-coding or charging for more expensive services
- Government Contractor Whistleblowers - providing substandard services, failing to disclose bribes, submitting forged certifications, submitting false bills to the government, fraudulent practices to defraud the government and more
Wrongful Termination Claims Due to Whistleblowing
In California, employees who are terminated for complaining about illegal conduct or reporting illegal activity to law enforcement or regulators are protected by multiple laws.
Labor Code § 1102.5 provides that employers cannot retaliate against you for reporting conduct you reasonably believe to be unlawful to others at the company (for instance, for complaining to Human Resources or calling a whistleblower hotline) or to a government agency. Section 1102.5 also prohibits employers from retaliating against you because you refuse to participate in illegal conduct.
If you are terminated because you reported illegal conduct internally or to law enforcement, or because you simply refused to participate personally in the illegal conduct, you are protected from retaliation and we can help.
How a Whistleblower Attorney Can Help
Whistleblower cases implicate a variety of complicated issues that make it best to consult Salusky Law Group to assist. We can help you understand how to collect documents to prove the illegal conduct; how to present your information to law enforcement; and can represent you in interviews with government agencies. These decisions can be stressful on your own, and we will alleviate the uncertainty by providing guidance through these complexities.
We also help you understand the law governing your employer's illegal activity. The state will investigate and determine whether your complaints are "protected," meaning whether there is a reasonable likelihood your employer is breaking the law or whether your complaint was made in good faith.
Contact Experienced & Highly Qualified Whistleblower Attorneys
With the many complications and nuances in these cases, it's important to involve an attorney as soon as possible. We have worked on whistleblower and False Claims Act cases and are passionate about this area of law. It is an honor to represent workers brave enough to resist a culture of misconduct and do the right thing. Call us at (562) 855-0004 to schedule a case evaluation.