Southern California employers must understand the employment world in which they operate.  That includes an understanding of California labor and employment laws.  Whether you have a union shop, prefer working with contract employees or are basically controlled by statutory law, you face an ever-changing set of rules related to employer-employee relationships.  A Los Angeles wrongful termination lawyer can guide you through the shifting maze of California employment law to help prevent and defend against wrongful termination claims.

What a Los Angeles Wrongful Termination Lawyer Can Do for Your Business

If there’s one constant in employment law, it’s that California employees enjoy broad protections.  The area of wrongful termination is no exception.  Employers need a thorough understanding of the law as it relates to the different types of employment relationships and the protections involved in each.

As an employer, you may be surprised by a wrongful termination claim because of a misunderstanding about the nature of the employment relationship.  Alternatively, you may unwittingly create the basis for a wrongful termination claim merely by following your own written policies or by your standard, well-meaning treatment of employees.  Defending wrongful termination claims in California can be challenging under these circumstances.

Susan A Rodriguez is the Los Angeles wrongful termination lawyer employers throughout Southern California trust to help them understand and establish employment relationships.  Susan’s experienced team of attorneys helps you create and follow policies to guide your employment relationships and defend against wrongful termination claims.

At-Will Employment in California

In California, most employer/employee relationships are considered to be “at-will.”  In this type of employment, either the employer or the employee may terminate the employment relationship at any time for any reason or no reason at all. 

At-will employment is the default, but the nature of the relationship and rights afforded the parties can be modified by any of the following:

• Statutory law such as the rules that cover government employees.
• Union contracts.
• Specific employment contracts.
• Implied employment contracts.

Most employers don’t know the law may imply an employment contract in circumstances when they think there is no actual employment contract.  For example, changes to an employee handbook or the employer’s work behavior over time may be enough to create an implied contractual relationship. 

When you need guidance from a Southern California employer defense attorney, turn to Susan A. Rodriguez.  She has the experience to help you establish and follow wrongful termination defense best practices while creating and terminating employment relationships.