Practice Areas

Getting fired from a job is one of the most traumatic events you may experience. Some people deserve to get fired; but many other good, honest and hard-working people are fired for reasons that are illegal under California and federal law, which is called “wrongful termination of employment in violation of public policy.”  See Tameny v. Atlantic Richfield Co. (1980) 37 Cal. 3d 167.

Matt Ruggles has litigated hundreds of wrongful termination lawsuits from both sides – for decades as a defense attorney representing corporations at one of the largest law firms on Earth; and since 2017 representing wrongfully terminated employees against corporate employers.

Matt has recovered millions of dollars from large and small corporations, partnerships, and limited liability companies and individuals that broke California law by wrongfully terminating employees.

Employment discrimination refers to the unfair and adverse treatment of an employee based on certain protected characteristics. California law prohibits discrimination on a wide variety of characteristics including but not limited to an employee’s race, color, national origin, ancestry, religion, sex, gender, sexual orientation, gender identity, gender expression, age, disability, medical condition, genetic information, marital status, military or veteran status, or pregnancy and childbirth-related conditions.

In California employment law, two important concepts used to analyze potential discrimination are disparate treatment and disparate impact. These concepts help determine if unlawful discrimination has occurred in the workplace, although they differ in their focus and how they are applied.

Disability discrimination, within the context of California employment law, refers to the unfair or prejudicial treatment of individuals in the workplace due to their disabilities, resulting in adverse employment actions such as denial of job opportunities, unequal treatment, wrongful termination, or the refusal to provide reasonable accommodations that would enable them to perform their job duties effectively.

Disability discrimination shares similarities with other forms of employment discrimination, with one key difference: there are instances where it’s permissible. Employers are allowed to take an adverse employment action against an employee when the employee’s disability prevents them from performing the essential functions of a job.

Illegal workplace harassment extends beyond the realm of sexual misconduct (sexual harassment). Workplace harassment encompasses unwelcome behavior based on protected characteristics, such as race, color, national origin, religion, gender, sexual orientation, disability, or age. Workplace harassment can manifest in various ways, including derogatory comments, offensive jokes, slurs, physical abuse, and visual displays, among others. It creates an environment that is intimidating, hostile, or offensive, undermining an individual’s well-being, dignity, and professional opportunities.

California workplace retaliation refers to the act of an employer taking an adverse employment action against an employee who has engaged in a protected activity. A protected activity encompasses actions such as reporting discrimination, harassment, or illegal activities in the workplace, participating in investigations, or exercising employment rights. An adverse employment action refers to actions by the employer that negatively impact the terms, conditions, or privileges of the employee’s job.

California severance agreements can be complex and sometimes confusing. To begin understanding these agreements, it’s crucial to recognize that a severance agreement is not a guaranteed right for all employees in California. Instead, it is a voluntary payment that an Employer typically considers with a long-term employee, a senior manager, or an executive. Although sometimes, regular employees may have an opportunity for a severance payment under specific circumstances.