Under the California Labor Code Section 1102.5, covered employers are prohibited from enforcing any rule or regulation within their workplaces that disallows employees to disclose any information about their illegal activities to any government or law enforcement agency. Other California laws also provide that employers cannot subject employees to an adverse employment action in retaliation for divulging such information. Although the prevailing state laws give employees the opportunity to do what is right and just, there are some companies and employers that continually commit actions that are considered retaliatory, disregarding the consequences of violating these laws. This is why it is no surprise that workplace retaliation is still one of the prevailing issues in the realm of employment in California.
Wage earners, for the most part, are entitled to assert their rights, especially when they experience problems with their employers regarding their wages or their working conditions. In these instances, workers can file their complaints with any of the appropriate agencies in California that focus on employment, like the Department of Labor Standards Enforcement (DLSE), also known as the Office of the Labor Commissioner. However, some employers, upon finding out what their workers did, may likely retaliate against them by demoting them, denying them of their wages, disciplining them by having them serve suspensions or rendering longer working hours, reassigning them to another job or having them relocated to another worksite, or even having them fired immediately.
To better understand what Labor Code retaliation and retaliatory actions in violation of the other state laws, below are some of the instances wherein workers are retaliated against in employment just because they did something that is protected under the law:
California Labor Code retaliation and other retaliatory actions that violate federal and state employment laws may not be totally eradicated, but they could be alleviated with the help of agencies who are ready to help aggrieved employees get the justice they deserve. Alternately, they may seek to consult with attorneys who specialize in employment and labor law in the state.
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