- Adoption
- FraudAre you a whistleblower reporting health care fraud? Military defense contractor fraud? Pharmaceutical fraud? Mortgage loan fraud? Or other forms of government overpayment or unlawful behavior by government contractors or recipients of government funds?
- MisdemeanorsThere is a rebuttable presumption that you have been retaliated against if the health facility discriminates against you within 120 days of filing a complaint if you are an employee, member of the medical staff, or any healthcare worker at the facility; or within 180 days of filing a complaint if you are a patient, or have filed on behalf of a patient. If the health facility engages in any of the above conduct, they may be fined of up to $25,000. Also, any individual that willfully violates this section is guilty of misdemeanor and pay be fined up to $20,000.
- EmbezzlementCollier v. Superior Court, (1991) 228 Cal. App. 3d 1117, the plaintiff suspected co-workers were engaging in illegal activity on the job, including activities that violate laws against bribery, kickbacks, embezzlement, tax evasion, and possibly drug trafficking and money laundering.
- Drug Crimes
- Money Laundering
- ExtortionIt is important that these negotiations be handled professionally. No claimant with a righteous claim wants to leave the impression that they are engaged in extortion or other unlawful conduct. The wording of any letter or claim brought to the attention of company management needs to be carefully drafted.
- Business DisputesChoice of Law Clause – This may indicate what state law courts will use to interpret the contract terms and settle contract disputes.
- Trade Secrets
- Unfair CompetitionEmployees need to be concerned about other things as well. Just because the employee has not breached the trade secret legislation, does not mean that he or she would not be liable for other related actions such as breach of fiduciary duty, self-dealing, interference with contract, prospective economic advantage or unfair competition.
- AntitrustExamples of wrongful termination cases would be if you were to be fired for reporting antitrust violations or bribery by your employers, or if your employer has violated laws against disability or sex discrimination, or you were fired for reporting sexual harassment. An employee also may have a wrongful termination claim for losing their employment after being a whistleblower, engaging in political activities, taking time off for jury duty, or filing for workers’ compensation benefits.
- Workers CompensationMillions of people get injured at the workplace every year in the U.S. If an employee suffers an injury at the workplace, it is the employer's responsibility to compensate them. If the employer disputes providing compensation for the injuries, the employee can be eligible to file an employment lawsuit or a worker's compensation claim against them. Learn More
- Wrongful TerminationAlthough California is an at-will employment state, that doesn’t justify your employer to wrongfully fire an employee for retaliatory or baseless reasons. If you feel that you have been wrongfully fired from your job, it is imperative to contact a Sacramento wrongful termination attorney as soon as possible.
- Employment DiscriminationIf your company has fired or demoted you due to your age, an age discrimination lawyer can help. Most forms of age discrimination are illegal under both California law and the federal Age Discrimination in Employment Act (ADEA).
- Employment ContractOften executives and senior managers and professionals will have concerns that are unique to their high-level positions. These can take any number of forms. In many instances, it may be a negotiation of a proper severance, taking into account trade secrets and purported non-compete provisions in employment contracts.
- Employment LitigationThe Rubin Law Corporation regularly handles such multiple employee actions. These cases can involve as few as three employees or as many as dozens. The size of the action notwithstanding, they are a powerful tool for resolving employment disputes between employers and our clients. Whereas a single misclassified employee may not have much negotiating leverage or bargaining power, multiple employee actions put substantial pressure on employers to settle claims and to begin abiding by California’s wage and hour laws.
- Non-compete AgreementThe California Supreme Court itself has declared that non-compete agreements in California are invalid, with only certain narrowly enumerated exceptions, including where non-competes arise from the sale of the business, or the dissolution or the disassociation from the partnership, or the dissolution of a limited liability company.
- Severance AgreementNegotiating the terms and conditions of a severance agreement is important for protecting your rights and interests. In some cases, companies attach restrictions to severance packages that impact a person’s ability to find new work, retain health care coverage or talk about certain things that happened at a company.
- Sexual HarassmentCalifornia is a very progressive state, and our legislature has enacted laws prohibiting sexual harassment that are more stringent than federal law, not to mention the law of most other states.
- Personal InjuryWe receive case referrals from employment defense practitioners, other plaintiff employment attorneys, personal injury or family law attorneys, workers compensation attorneys, business attorneys among others. You can feel free to contact Steve Rubin to inquire about our availability in connection with your referral.
- Disability DiscriminationWhen it comes to disability discrimination, many employers in California just don’t understand the law. Under the California Family Rights Act (CFRA), qualifying employees are entitled to up to 12 weeks of leave for a serious health condition either for themselves or certain family members.