San Diego County

California is an at-will employment state, but that does not mean employers can fire you for any reason. It is illegal to terminate an employee because of a protected characteristic, in retaliation for reporting misconduct or requesting leave, or for refusing to participate in illegal activity. If the stated reason for your termination does not hold up to scrutiny, you may have a claim.

Generally, yes. Most civilian employees of defense contractors and military-affiliated private employers are covered by California law, including FEHA. Federal contractors are also subject to additional federal anti-discrimination requirements. If you experienced discrimination, harassment, or retaliation at a defense or government contracting firm in San Diego County, you likely have protections under both state and federal law. An attorney can help you understand which framework is most advantageous for your situation.

It may be. California’s whistleblower protection laws cover employees who report violations of state or federal regulations, including those governing laboratory safety, research integrity, and pharmaceutical compliance. If you were fired, demoted, or otherwise penalized after raising concerns internally or with a regulatory agency, you may have a retaliation or wrongful termination claim. The biotech and life sciences sector in San Diego County employs a large workforce, and these situations arise more often than employers would like to acknowledge.

California provides some of the strongest family and medical leave protections in the country. If your employer retaliated against you for taking or requesting leave under CFRA, FMLA, or PDL (California’s Pregnancy Disability Leave law), you may have a wrongful termination or retaliation claim. These situations are more common than many workers realize, and the law is on your side.

Yes. An employer’s internal investigation does not determine your legal rights. Employers frequently conduct investigations that are inadequate, biased, or designed to protect the company rather than address the problem. If you experienced sexual harassment, racial harassment, or a hostile work environment, you have the right to file a complaint with the California Civil Rights Department or the EEOC regardless of how the internal investigation concluded.

Yes. California law protects all employees regardless of industry, wage level, or immigration status. Hospitality and tourism workers in San Diego County, including those in hotels, restaurants, and entertainment venues, are frequently subject to wage violations, discriminatory scheduling, sexual harassment, and retaliation for reporting problems. You have the same right to a lawful, safe workplace as any other California employee.

Arbitration agreements are common in San Diego County workplaces, but they are not always enforceable. California courts have struck down arbitration clauses that are procedurally or substantively unconscionable, and certain claims, including sexual harassment claims under AB 51, may not be subject to mandatory arbitration at all. An attorney can review your agreement and explain your options.

It may be. California law requires employers to provide reasonable accommodations for disabilities and prohibits adverse employment actions based on disability or medical condition. Being denied a promotion, reassigned, or given unfavorable treatment after disclosing a health condition or requesting an accommodation can all form the basis of a discrimination or failure-to-accommodate claim.

In most cases, you have three years from the date of the discriminatory act to file a complaint with the California Civil Rights Department. For federal claims through the EEOC, the deadline is generally 300 days. These deadlines are strict, so it is important to consult an attorney as soon as possible after the violation occurs.