On December 21, 2020, the Court of Appeal affirmed the trial verdict in Lave v. Charter Communications on a 3-0 vote.

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Retaliation for Reporting Unsafe Conditions

Nobody should have to work in unsafe conditions. Thankfully, both federal and state laws protect employees who come forward to report unsafe working conditions to their employer or to regulators. However, it is not uncommon for employers to retaliate against workers in these situations. At Rager & Yoon – Employment Lawyers , our team is here to help if you need a Los Angeles retaliation attorney after reporting unsafe work conditions. If you have been retaliated against, we will investigate your claim and fully prepare to represent you in court. We will help secure any compensation you may be entitled to because of the retaliation.

California law regarding unsafe work conditions

If an employee in California believes that their work environment is not safe, they should immediately report their concerns to their employer. We strongly recommend that this complaint be made in writing so there is a written record. Under California law, an employee does not need to identify specific statutes or regulations that the employer is violating, as this can be highly technical. It is okay for an employee simply to make a report in good faith about an unsafe or unhealthy working environment. After an employee makes a report about unsafe work conditions, they are protected by California law from being retaliated against. When we turn to California Labor Code Section 6310, we can see that it says specifically that “No person shall discharge or in any manner discriminate against any employee…” because they report an unsafe working condition to their:
  • Employer
  • Cal/OSHA
  • Other government agencies

What does workplace retaliation look like?

Workplace retaliation can occur in many forms. In some cases, this may include outright termination. This can also include what is termed “constructive discharge,” which is basically a fancy way of saying that the employer is forcing an employee to resign. Some other forms of retaliation can be more subtle and more difficult to identify. This can include the following:
  • Placement into undesirable shifts
  • Workload increases or decreases
  • Being excluded from meetings and correspondence
  • Being denied a promotion or a raise
  • Being subjected to arbitrary disciplinary actions
  • Negative performance reviews even after previous positive reviews
  • Denial to training or resources necessary for career advancement

Call our Los Angeles workplace retaliation attorney today

If you or somebody you care about has been retaliated against by an employer after reporting unsafe work conditions, contact the team at Rager & Yoon – Employment Lawyers today. Our attorneys have extensive experience in all areas of California employment law, and we have the resources to fully investigate your claim. Our goal is to secure the compensation you are entitled to for your losses, which can include:
  • Recovery of lost wages
  • Reinstatement to your job
  • Possible raise or promotion if warranted
  • Pain and suffering damages
  • Possible punitive damages against your employer
  • Court costs and legal fees
When you need a Los Angeles retaliation attorney after reporting unsafe working conditions, you can contact us for a free consultation by clicking here or calling us at 310-527-6994.

Case results we’ve obtained for our clients against kaiser parmanente

$11 million Verdict
Martinucci v. Kaiser Permanente
A Jury awarded Dr. Martinucci $11,441,559 against Southern California Permanente Medical Group and Kaiser Foundation Health Plan. Dr. Martinucci proved that the Defendants’ retaliated against him for attempting to improve patient care through uniform radiology procedures. See Article
$3,949,580 Verdict
Strub v. Kaiser Permanente
In 2008, a jury found that Kaiser had a conflict of interest when they reported Dr. Strub to the medical board and then convinced him to call them to represent him in front of the board resulting in the loss of his license.
$1,750,000 Million
Verdict Wascher v. Kaiser Permanente
Dr. Wascher raised 3 primary patient care concerns: (1) There was a lack of timely access to surgery for cancer patients; (2) general surgeons were doing complex cancer cases they were not qualified to perform; (3) there was no comprehensive cancer care program at Kaiser Orange County. In response to his complaints, the jury found that Dr. Wascher was retaliated against defamed.