Wrongful Termination matters in Glendale
Glendale's Workforce and Where Firings Go Wrong
Glendale anchors a busy stretch of the San Fernando and Verdugo region, with a workforce concentrated in animation and creative studios, healthcare and large medical centers, banking and financial services, insurance, retail along Brand Boulevard and the Americana corridor, auto dealerships, and small family-run businesses. Many employees here are bilingual and serve a diverse customer base, which is one reason national-origin and language-related discrimination claims surface in this community.
Wrongful termination in Glendale tends to follow recognizable patterns. A medical office worker is let go shortly after disclosing a pregnancy. A finance employee is pushed out after flagging what they believe are improper billing practices. A retail supervisor is fired weeks after requesting an accommodation for a disability. Under the Fair Employment and Housing Act (FEHA), firing someone because of race, national origin, age, disability, pregnancy, religion, sex, or sexual orientation is unlawful, and so is retaliating against an employee for opposing that kind of conduct.
Speaking Up Is Protected Activity
California law strongly protects workers who report problems. Labor Code section 1102.5 shields employees who disclose what they reasonably believe is illegal conduct, whether they report it internally to a manager or externally to a government agency. It is also unlawful to fire someone for refusing to break the law, for reporting harassment or unsafe conditions, or for taking job-protected leave. Because Glendale has many small and mid-size employers, retaliation often comes quickly and visibly, and that close timing between a complaint and a termination can become important evidence.
Separately, the Tameny public-policy doctrine allows a claim when a discharge violates a fundamental public policy, such as being fired for filing a workers compensation claim or for serving on a jury.
Filing in Los Angeles County
Glendale sits in Los Angeles County, so most employment lawsuits proceed through the Superior Court of California, County of Los Angeles, with downtown's Stanley Mosk Courthouse serving as the central civil venue. Before a FEHA lawsuit, you generally must file a complaint with the California Civil Rights Department (CRD) and receive a right-to-sue notice. Public-policy claims do not require that administrative step.
Possible Recovery and Timing
If a wrongful termination claim succeeds, recovery can include back pay for wages already lost, front pay for future earnings, and damages for emotional distress. Where the conduct was especially serious, punitive damages may be possible, and many statutes allow the employee to recover attorney fees. Deadlines apply, so an early conversation protects your options.
Our attorney
How Mihran M. Ghazaryan helps with wrongful termination
Mihran M. Ghazaryan looks past the reason the employer wrote down to the one that actually drove the firing. He reconstructs the timeline — your reviews before, what changed, who decided, and what was said — preserves the paper trail, and handles the Civil Rights Department step where it applies. He tells you honestly whether 'at-will' is a real defense in your case or a cover, and pursues the back pay, front pay, and emotional-distress damages the law allows.
Types of wrongful termination cases we handle
Retaliation
Fired after reporting harassment, discrimination, unsafe conditions, or wage violations — or after taking protected leave. The timing itself is often powerful evidence.
Discrimination-based firing
Terminations driven by race, sex, age, disability, pregnancy, religion, or national origin, often dressed up as a layoff or a sudden performance problem.
Public-policy and whistleblower terminations
Being fired for refusing to break the law, for jury duty, or for reporting illegal conduct (Labor Code §1102.5).
Remedies
What you may be able to recover
Every wrongful termination case is different, but California law lets wronged employees pursue several categories of relief. We document each one — pay records, performance reviews, communications — so nothing is left on the table.
Back pay and lost benefits
Wages, commissions, and benefits you lost from the date of the wrongful act — a core remedy in wrongful-termination and discrimination claims.
Front pay
Future earnings you're likely to lose when reinstatement isn't realistic, measured until you can reasonably be expected to find comparable work.
Emotional distress
Compensation for the anxiety, humiliation, and harm to wellbeing that unlawful treatment at work can cause.
Penalties and punitive damages
Statutory penalties for wage violations, and — where an employer acted with malice or oppression — punitive damages meant to deter the conduct.
Attorney's fees and costs
Many California employment statutes shift the employee's reasonable attorney's fees and costs onto an employer that broke the law.
Reinstatement and policy change
Where it fits the case, getting your job back or forcing the employer to correct the practice that harmed you.
How we work
- 1
Free, confidential consultation
We listen first and tell you plainly whether you appear to have a claim. The conversation is confidential and there's no fee to have it — and we're careful if you're still employed.
- 2
Preserve the record
Offer letters, handbooks, performance reviews, emails and texts, pay stubs, and a dated timeline. The contemporaneous record is what wins an employment case, so we lock it down early.
- 3
Administrative exhaustion and the demand
FEHA claims generally require a complaint with the Civil Rights Department and a right-to-sue notice first. We handle that step, then present a documented demand to the employer.
- 4
Litigation when necessary
Many matters resolve through negotiation or mediation. When an employer won't be reasonable, we file and prepare the case fully — which is usually what moves the number.
What to do right away
- Write a dated timeline of what happened while it's fresh.
- Save offer letters, reviews, emails, texts, and pay records to a personal (non-work) account.
- Don't sign a severance or release before it's reviewed — the deadline is usually negotiable.
- Note who made the decision and what reason they gave, in writing if possible.
- Talk to a lawyer before resigning — quitting can change the claim.
The information on this website is for general information purposes only. Nothing on this site should be taken as legal advice for any individual case or situation. This information is not intended to create, and receipt or viewing does not constitute, an attorney-client relationship.
Deadlines that matter
Most California FEHA claims require a complaint with the Civil Rights Department first — generally within three years of the discrimination, harassment, or retaliation (Gov. Code §12960). You then have one year from the right-to-sue notice to file in court.
Other employment deadlines run on their own clocks — unpaid-wage claims generally reach back three years (up to four under the UCL), and a wrongful-termination-in-violation-of-public- policy claim runs two years. Federal EEOC charges can be far shorter.
Exceptions exist in both directions — discovery rules, minors, continuing violations, out-of-state defendants — so don't assume your deadline has passed or that you have time to spare. Call (818) 539-7969 and we'll tell you exactly where you stand.
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