California Wrongful Termination Examples By Industry
Legally reviewed by: Jessica Anvar Stotz, JD, MBA
Short answer: What qualifies as wrongful termination in California is when you are fired for doing something you had the legal right to do.
Wrongful termination in California does not include being fired for poor job performance, misconduct, company downsizing, or legitimate business reasons that are not discriminatory or retaliatory.
Wrongful Termination Evaluator Quiz
Take this short 90 second quiz to find out if you might have been wrongfully terminated in California.
*The information provided in this quiz is for informational purposes only and should not be considered legal advice. The results of this quiz are not a substitute for consulting with a qualified attorney to assess your specific situation.
Examples of Wrongful Termination in California Categorized By Industry
Technology Sector
- Developer terminated after participating in a wage and hour complaint discussion with coworkers
- Software engineer fired after reporting data privacy violations to management, protected under whistleblower laws
- IT manager terminated after refusing to manipulate financial records in violation of SOX compliance
- QA tester dismissed after taking protected medical leave for surgery under CFRA/FMLA
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Healthcare
- Pharmacy technician fired after reporting drug inventory discrepancies to management
- Nurse fired after reporting patient safety violations to state medical board
- Medical assistant terminated after requesting reasonable accommodations for disability
- Hospital administrator dismissed after refusing to falsify Medicare billing records
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Retail/Service Industry
- Retail worker terminated after serving jury duty
- Store manager terminated after reporting sexual harassment from district manager
- Sales associate fired for discussing pay rates with coworkers
- Restaurant server dismissed after filing workers’ compensation claim
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Manufacturing
- Equipment operator fired after requesting accommodation for work-related injury
- Factory worker fired after reporting OSHA safety violations
- Quality control inspector terminated after refusing to approve defective products
- Production supervisor dismissed after participating in union organizing activities
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Construction
- Construction worker terminated after reporting environmental violations
- Site supervisor terminated after reporting unsafe working conditions
- Project manager fired after refusing to use substandard materials in violation of building codes
- Equipment operator dismissed after filing wage and hour complaint
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Financial Services
- Insurance agent fired after taking protected pregnancy leave
- Bank teller fired after reporting suspicious transactions under BSA requirements
- Financial advisor terminated after refusing to sell inappropriate investment products
- Accountant dismissed after reporting tax fraud
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Education
- Teacher terminated after reporting student abuse
- Administrator fired after participating in Department of Education investigation
- Professor dismissed after reporting research misconduct
- School counselor terminated after advocating for disabled student rights
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How Wrongful termination Can Look for Remote Workers
Here’s a detailed breakdown of how wrongful termination can manifest in remote work settings for Californians:
Direct Termination Patterns in Remote Work
- Termination immediately following protected activities like reporting harassment, with claims of “poor cultural fit” in the virtual environment
- Firing after requesting accommodations for remote work conditions, citing “inability to perform essential job functions”
- Dismissal following complaints about unpaid remote work expenses, claiming “budget constraints”
- Termination after reporting wage/hour violations related to off-clock Slack messages, citing “communication issues”
Technology-Based Pretexts
- Termination for “security violations” when using personal devices during company equipment failures
- Dismissal for “missed meetings” due to documented internet connectivity issues
- Firing for “unauthorized software” when using accessibility tools not provided by the employer
- Termination for “time theft” based on computer inactivity periods during documented work hours
Performance Metric Manipulation
- Using selective screenshots to build a case for poor performance
- Terminating based on keyboard activity metrics while ignoring actual deliverables
- Dismissal citing “lack of collaboration” based on chat message frequency
- Firing for “productivity issues” measured by time logged into specific software
Communication-Based Terminations
- Dismissal for “insubordination” based on misinterpreted written communications
- Termination for “poor teamwork” when employee prefers written over video communication
- Firing for “unprofessional conduct” in virtual meetings without specific examples
- Dismissal citing “communication breakdown” after changing expected response times
Documentation and Compliance Pretexts
- Termination for “policy violations” after implementing new remote work rules without notice
- Dismissal for “failure to meet requirements” based on newly imposed home office standards
- Firing for “non-compliance” with monitoring software requirements
- Termination for “inadequate time reporting” despite consistent work output
Geographic Location Pretexts
- Dismissal for working from another state despite no written policy against relocation
- Termination for “unauthorized travel” while working remotely during family emergencies
- Firing for “violation of work location policy” after previously approved flexible location arrangements
- Dismissal citing “regulatory compliance” issues for working from different jurisdictions
Technical Infrastructure Pretexts
- Termination for “security risks” after reporting workplace violations
- Dismissal citing “data breaches” without evidence
- Firing for using unapproved communication methods when company systems fail
- Termination for “unauthorized access” after password reset delays
Real Example Scenario
A remote customer service manager in Los Angeles is terminated after reporting FMLA violations:
- Initially praised for team performance in virtual environment
- After reporting violations, received sudden negative performance reviews
- Required to attend 6 AM meetings due to “business needs”
- Given impossible deadlines for reports that weren’t previously required
- Criticized for using sick time despite following notification protocols
- Finally terminated for “failure to meet new performance standards” created after their complaint
What to do Immediately After You Were Wrongfully Terminated [Video]
Get in Touch with a Lawyer
Understanding wrongful termination in California is essential for protecting employee rights. With various legal protections in place, employees have recourse if they experience unlawful termination.
By recognizing the signs of wrongful termination, gathering evidence, and seeking legal guidance, individuals can navigate the process and pursue justice for unfair treatment in the workplace.
If you’re ready to find out if you have a case, LawLinq is here to help. We can get you in touch with some of the best wrongful termination lawyers in the state of California. Give us a call and will get you situated with a top rated attorney in your area.
