In California wrongful termination cases, employment contracts are a critical factor in defining employee rights and setting conditions for termination. They provide employees with legal grounds to contest wrongful termination if the employer has violated contract terms. Contact our experienced wrongful termination attorneys for a free consultation today.
How Employment Contracts Impact Wrongful Termination Claims
When an employee claims wrongful termination, an employment contract—whether written, implied, or part of a collective bargaining agreement (CBA)—can serve as a basis for their claim by demonstrating that the termination violated the terms of their agreement with the employer. Our Los Angeles employment attorneys are highly experienced in this area of practice and can help get you the compensation your deserve.
For example, if an employee with a written contract for a one-year term is terminated without just cause, they may claim wrongful termination based on breach of contract. Similarly, employees may pursue wrongful termination claims if their termination violates the conditions established by an implied contract or CBA.
Employment contracts can also impact claims of termination in violation of public policy. In these claims, an employee argues that they were fired for reasons that contravene fundamental public policies, such as refusing to engage in illegal activities or reporting workplace safety violations. Contracts that specify only “for cause” terminations further protect employees in these cases.
Employment Contracts and At-Will Employment
In California, most employees work on an “at-will” basis, meaning they can be terminated at any time, for any lawful reason, or for no reason at all. However, an employment contract can override the at-will presumption by explicitly defining the conditions under which an employee may be terminated.
When an employment contract specifies a fixed term of employment or lists “just cause” reasons for termination, it limits an employer’s ability to terminate an employee freely. For example, if a contract states that an employee may only be terminated for “serious misconduct” or “failure to meet performance standards,” any termination outside these grounds could be considered wrongful.
Types of Employment Contracts
There are different types of employment contracts that may impact wrongful termination cases in California, including:
Written Contracts
A formal, written agreement that explicitly sets out employment terms, including job duties, compensation, duration, and conditions for termination. Written contracts provide strong evidence in wrongful termination cases because they clearly outline the agreed-upon terms.
Implied Contracts
In some cases, even without a written contract, an implied agreement can be established based on the employer’s statements, policies, or long-term practices. For instance, if an employer consistently assures employees of job security or promotes a culture of “only for good cause” terminations, courts may interpret this as an implied contract that limits at-will termination.
Collective Bargaining Agreements (CBAs)
Unionized employees are often protected by CBAs, which specify grounds for termination and disciplinary actions. Violations of these agreements in the termination process can provide grounds for wrongful termination claims.
Contact Our Los Angeles Wrongful Termination Lawyers Today
If you believe you have been wrongfully terminated, contact Yadegar, Minoofar & Soleymani LLP (YMS). From reviewing contract terms to negotiating settlements and representing clients in court, a Los Angeles wrongful termination lawyer can help you from beginning to end. Their support will help you protect your rights, seek justice, and secure fair compensation for wrongful termination.