At Rager & Yoon – Employment Lawyers we have been successfully prosecuting Kaiser Permanente on behalf of its employees for over 20 years. Rager has successfully litigated countless of wrongful termination, discrimination, harassment, and retaliation cases against Kaiser Permanente and its affiliates. He has represented Kaiser Permanente physicians, nurses, and administrators in all types of cases asserting claims for EEOC, FEHA, and DFEH Violations, along with Violations of Health and Safety Code section 1278.5 and Business and Professions Code section 2056. After having obtained a number of multi-million dollar trial verdicts against Kaiser Permanente, and handled complex cases involving affiliate entities such as Southern California Permanente Medical Group, The Permanente Medical Group, Kaiser Foundation Hospitals, Kaiser Foundation Health Plan, Inc., The Permanente Federation, LLC., and many others, he guarantees satisfaction and the successful outcome of your Kaiser Permanente case.
Types of Kaiser Permanente Employee Lawsuits in Los AngelesThere are various reasons why employees of Kaiser Permanente in a Los Angeles area may need to file a lawsuit against the company. Throughout the company’s more than 70-year history, there have been many complaints of employment law violations. This includes the following:
- Discrimination: Any employer in California, including Kaiser Permanente, found guilty of discriminating against an employee could be held accountable for their actions. The California Fair Employment and Housing Act state that it is illegal for an employer to discriminate against any employee based on their:
- Religious creed
- National origin
- Genetic information
- Marital status
- Physical disability
- Mental disability
- Medical condition
- Gender identity
- Gender expression
- Sexual orientation
- Military and veteran status
- Wrongful termination: There have been various wrongful termination claims made against Kaiser Permanente, and these auctions revolve around employees who have lost their jobs due to the discrimination listed above, retaliation for complaining about workplace conditions or reporting patient care violations, reporting violations of law, refusing to commit illegal acts, and unlawful disciplinary policy actions.
- Retaliation for reporting unsafe conditions: Any worker in the health care industry must be able to voice concerns about the safety of patients as well as the safety of employees. There are various California laws in place to protect workers who raise concerns about health care industry conditions. Particularly, the following laws apply in these situations:
- California Health & Safety Code Section 1278.5. This is in place to protect health care workers from being retaliated against for complaining about suspected unsafe patient care conditions.
- California Business & Professions Code Section 510. This law focuses on protecting licensed health care workers, including nurses, from being retaliated against for raising concerns about inadequate patient care.
- California Business & Professions Code Section 2056. This law specifically protects doctors and surgeons from retaliation from their employers after complaining about inadequate patient care.
Why is there a Focus on Kaiser Permanente?Experience. Mr. Rager has litigated against Kaiser for more than two decades. Workers with Kaiser Permanente should not have to worry about being subjected to unfair working conditions or unfair treatment by the employer. This includes unfair treatment by Kaiser Permanente or any of their associated affiliates:
- Kaiser Foundation Health Plan
- Southern California Permanente Medical Group (SCPMG)
- Kaiser Foundation Hospitals
- The Permanente Medical Group (TPMG)
FILING A CLAIM AGAINST KAISER PERMANENTEEmployees typically need to file a claim with the Department of Fair Employment and Housing (DFEH), fill out properly, and request a right to sue letter. This should not be handled without an attorney as many employees fail to properly exhaust their administrative remedies. If you are a Kaiser Permanente employee seeking justice, your best choice is to hire an experienced Los Angeles employment attorney who will be by your side and will fully protect your rights.
GATHERING EVIDENCEKaiser termination cases can be very difficult and you need an attorney experienced with the Kaiser Permanente entities. This is why you need a Los Angeles employment attorney who will carefully gather all the crucial evidence, including:
- If the unproven violation actually happened.
- If other employees in similar situations were disciplined accordingly.
- If the manager implied he or she was unhappy with the employee taking time off or filing a workers’ compensation claim.
- If other employees had been terminated in the past for similar reasons.
FIND PROTECTION AGAINST KAISER’S RETALIATIONHealthcare professionals in California can find protection against retaliation caused by complaints about safety issues or patient care by contacting the following agencies:
- California Health & Safety Code Section 1278.5 – Here, healthcare workers will find protection against retaliation due to unsafe patient care conditions.
- California Business & Professions Code Section 510 – It protects licensed health care workers who suffer retaliation due to complaints about poor patient care.
- California Business & Professions Code Section 2056 – It also protects physicians and surgeons who have been terminated, discriminated against, or retaliated against for protecting patient safety and adequate healthcare.
Case results we’ve obtained for our clients against kaiser parmanente
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
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.
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.