Los Angeles Public Policy Lawyer

Employees are protected by law against any unjust or immoral treatment from employers in the workplace, including wrongful dismissal and constructive termination. Regular, part-time, probationary, contractual, and casual employees are all equally protected from inhumane treatment and from those who would counter public policy considerations. If you are discriminated or harassed at work for whatever reason, this constitutes a violation of public policy in California.

We at Mesriani Law Group pride ourselves in ensuring that we protect our employee clients from public policy violations at work and from unjust employers who cause emotional distress and create a hostile work environment. Our expert Public Policy Lawyers in Los Angeles have the competence to fight for all employee rights. We make sure that we exercise proper legal action that would result in the best compensation that would benefit all employee victims of public policy violations.

What Constitutes a Public Policy Violation?

In California, public policy is violated when an employee is terminated or mistreated for reasons that go against fundamental social interests. Common examples include:

• Discrimination: Adverse actions based on race, religion, skin color, ethnicity, disability, sex, or gender orientation.

• Retaliation: Punishing an employee for exercising a legal right, such as filing a workers’ compensation claim or reporting safety violations.

• Refusing to Break the Law: Terminating an employee because they refused to participate in illegal activity.

Wrongful Termination & At-Will Employment

There is a common misconception that “at-will” employees (those without a written contract) cannot file for wrongful termination. While an employer can generally end an at-will relationship for any legal reason, they cannot terminate you for an illegal reason that violates public policy.

You may have a claim if:

• Your termination was prompted by harassment or prejudice.

• Your employer is unclear or refuses to discuss the causes of your dismissal.

• The cause cited did not necessitate termination as a reasonable consequence.

Constructive Termination: When Resignation Isn’t Voluntary

A violation of public policy can occur even if you were the one who resigned. If an employer intentionally creates a workplace so hostile, unhealthy, or abusive that you are left with no choice but to leave, this is known as Constructive Termination (or Constructive Discharge).

Since the resignation was compelled by the employer’s actions—such as constant harassment or unjust treatment—the law treats it as a termination, allowing you to seek legal action and recover damages.

The “Employer Alibi” and the Importance of Evidence

Employers often prepare “justifications” to shield themselves from claims of wrongful or constructive discharge. To counter these defenses, it is essential to gather documentary evidence before taking action.

Critical evidence includes:

• Work Memos & Correspondence: Printed emails, saved letters, or text messages.

• Performance Records: Documentation showing a history of good work prior to the dispute.

• Witness Statements: Testimonies from coworkers who observed the mistreatment.

Seek Help from Los Angeles Employment Lawyers

Navigating a public policy claim requires a deep understanding of the California Labor Code. Mesriani Law Group will walk you through the elements of your case, identify the evidence needed, and fight for the compensation you deserve.

Victims of a public policy violation may be entitled to:

• Reinstatement to their original position.

• Full Back Wages and lost benefits.

• Compensatory Damages for emotional distress.

• Punitive Damages to hold the employer accountable.