Wrongful Termination · California & New York
Public Policy Violations Attorney
Dealing with a public policy violations issue? Our California & New York employment attorneys can help you get the compensation you deserve.
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Your Employment Rights in California & New York
If you have experienced public policy violations, both California and New York law provide strong protections. You may be entitled to:
- Back pay and lost wages recovery
- Compensatory damages for emotional distress
- Punitive damages in cases of egregious conduct
- Attorney's fees and litigation costs paid by the employer
Public Policy Violations FAQ
What is a public policy wrongful termination claim?
A public policy wrongful termination claim arises when an employee is fired for reasons that violate a fundamental public policy. In California, under the Tameny doctrine, this includes firing an employee for refusing to violate a statute, performing a statutory obligation, exercising a constitutional right, or reporting a violation of law. It is one of the most common wrongful termination claims.
Does New York recognize public policy wrongful termination?
New York is more limited than California. NY does not have a broad common law public policy exception, but specific statutes provide protection: Labor Law § 740 (whistleblower), Labor Law § 215 (wage complaints), and Civil Service Law § 75-b (public employee whistleblowers). The NYC Human Rights Law also provides broad protections against retaliatory termination.
What evidence do I need for a public policy claim?
You need to show: (1) the existence of a clear public policy, (2) your conduct furthered that policy, (3) your employer terminated you, and (4) a causal connection between your conduct and the termination. Preserve all communications, document the timeline, and identify any witnesses who can corroborate your account.
What damages are available in a public policy wrongful termination case?
In California, you can recover economic damages (lost wages, benefits), emotional distress damages, and punitive damages if the employer's conduct was malicious or oppressive. In New York, damages depend on the specific statute invoked but typically include back pay, compensatory damages, and attorneys' fees.
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