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Do You Need a California Whistleblower Lawyer?

  • Have you been the victim of unfair whistleblower retaliation by your employer because you reported fraud or wrongdoing?

  • Do you need to protect your career because you reported your employer’s illegal or unethical conduct?
  • Did you object to criminal conduct or refuse to help your employer commit a crime?

There are numerous federal, state, and local laws that provide protection for California whistleblowers. For example, the California Whistleblower Protection Act provides protections for state employees who report improper governmental activity. The California False Claims Act (CA FCA) prohibits retaliation against whistleblowers who report attempts to defraud the State of California, and provides whistleblowers with a reward of up to 50% of the proceeds recovered. These are just two of the more commonly used California whistleblower laws. California also has a general whistleblower statute that protects employees who report what they believe to be a violation of state or federal law. In California, chances are that if you were fired for trying to do the right thing, there is a law to get your job back.

Learn More

Important statutes in this area of law:

Notable TELG cases in this area of law:

  • United States ex rel. Angel v. Alliance Rehabilitation, LLC

    The Employment Law Group worked with the United States government to secure a $2.8 million settlement in a case involving allegations of healthcare fraud.

  • Oberg v. Nelnet, Inc.

    TELG Client Jon Oberg discovered that student lender Nelnet received improperly high payments on student loans. TELG filed a qui tam action under the false claims act and Nelnet eventually settled for $55 million.

  • Farrow v. NP Precision, Inc.

    The Employment Law Group, PC, secured a $3.6 million judgment against a defense contractor under the False Claims Act’s qui tam provision.

  • Huang v. University of Virginia

    The Employment Law Group, P.C., secured an $819,000 jury verdict against the University of Virginia in a retaliation case brought under the False Claims Act.

The attorneys at The Employment Law Group® law firm are experienced in representing employees in all types of whistleblower actions in California and across the country. The firm has broken ground in many areas of law and has represented clients against some of the largest employers in the country.

Our attorneys have represented researchers, executives, in-house counsel, doctors, nurses, Medicare billing specialists, accountants, and other employees in a wide variety of whistleblower claims involving fraud against the government.  For example, our attorneys have:

  • Represented a client whose allegations that corporations defrauded the federal government resulted in a $57.75 Million False Claims Act settlement agreement.
  • Secured a $3.6 million judgment against a defense contractor under the False Claims Act.
  • Worked with the United States government to secure a $2.8 million settlement in a case involving allegations of healthcare fraud.
  • Obtained an $819,000 jury verdict in a False Claims Act retaliation case on behalf of a scientist who raised questions about misuse of federal research grants.

Generally, whistleblower laws are intended to make whistleblowers whole. If you have suffered illegal retaliation, you may be entitled to reinstatement in your job; back pay for lost wages; front pay for future lost wages; litigation costs and attorney fees; and other compensatory damages.

As with all legal claims, deadlines are crucial. The deadlines to bring whistleblower claims in California can vary greatly depending on the law that is being applied. All of these laws have strict filing deadlines, some of them quite short.

If you’d like to consult with our attorneys, please contact us. To each consultation  client we offer the following.

  • A sympathetic ear
  • A serious consideration of the facts
  • A deep understanding of the law
  • A clear-eyed assessment of your claims

Let our firm’s experience guide you: We have helped many employees before you – in many cases, employees who already had been punished, demoted, or fired by their company.

If we can help you, we will propose some next steps. If not, we will point you in a better direction.

Call or e-mail us and get the process started. You are standing up for justice. You need someone who’ll stand behind you.

FREQUENTLY ASKED QUESTIONS

What are the laws that provide California whistleblower protection?

The CA Whistleblower Law includes anti-retaliation provisions that protect whistleblowers from retaliation by their employer. The primary elements of whistleblower retaliation are:

  1. Employer-Employee Relationship. The plaintiff was an employee of the employer;
  2. Adverse Employment Action. The plaintiff was fired or experienced another kind of adverse employment action; and
  3. Protected Conduct. The employee’s protected conduct was a substantial factor in the employer’s decision to take the adverse employment action.

What compensation can a prevailing employee recover?

While the exact recovery varies depending on the law being applied, federal and California whistleblower laws are intended to provide “make whole” relief. That is, they are intended to restore the career of whistleblowers. Examples of the type of relief that a prevailing whistleblower can usually expect to see include: reinstatement in your job; back pay for lost wages; front pay for future lost wages; litigation costs and attorney fees; and other compensatory damages.

Certain laws such as the California False Claims Act, can provide whistleblowers with a reward of up to 50% of monies recovered on behalf of the government.

What types of retaliation are prohibited?

The types of retaliation prohibited under each law vary, but generally, California (and federal) laws prohibit the following types of retaliation:

  • Termination, discharge, or firing
  • Demotion
  • Suspension, threats, harassment, or other forms of intimidation
  • Failing to hire or promote
  • Any discriminatory action that would negatively impact the terms and conditions of the whistleblower’s employment

What activities are protected?

The types of activity vary by law, but most often, employees are protected when they report or object to wrong doing to their supervisor, law enforcement, or a regulatory agency. It’s best to speak to an attorney before blowing the whistle so you can be sure to understand just what is protected.

Learn More

Important statutes in this area of law:

Notable TELG cases in this area of law:

  • United States ex rel. Angel v. Alliance Rehabilitation, LLC

    The Employment Law Group worked with the United States government to secure a $2.8 million settlement in a case involving allegations of healthcare fraud.

  • Oberg v. Nelnet, Inc.

    TELG Client Jon Oberg discovered that student lender Nelnet received improperly high payments on student loans. TELG filed a qui tam action under the false claims act and Nelnet eventually settled for $55 million.

  • Farrow v. NP Precision, Inc.

    The Employment Law Group, PC, secured a $3.6 million judgment against a defense contractor under the False Claims Act’s qui tam provision.

  • Huang v. University of Virginia

    The Employment Law Group, P.C., secured an $819,000 jury verdict against the University of Virginia in a retaliation case brought under the False Claims Act.

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