San Bernardino Wrongful Termination Lawyer
Getting fired for the wrong reason isn't just unfair. It is illegal under the California Labor Code. Wrongful termination happens when an employer fires or dismisses a worker for reasons that violate state or federal law. That includes discharging someone for reporting harassment, taking protected medical leave, or standing up to illegal conduct.
When that happens, Blair & Ramirez LLP legally represents employees in San Bernardino and the surrounding Inland Empire. Our award-winning employment law team investigates, negotiates, and fights unlawful termination cases. We use local courtroom experience, legal strategy, and litigation intimidation to hold employers accountable.
If you believe your firing wasn’t legal, get ready to take action. Speak directly with a San Bernardino wrongful termination lawyer now.
Terminated After Reporting Harassment or Refusing Illegal Conduct?
Legal Action May Apply
California law is clear and strict. Your employer cannot fire you for engaging in legally protected activities. That includes actions such as:
- Reporting sexual harassment, discrimination, or workplace retaliation
- Refusing to participate in illegal or unethical business practices
- Filing a complaint with HR or with a state agency
- Requesting medical or family leave
- Backing a coworker who reports discrimination or misconduct
If you were fired after doing any of these things, you're not without legal options. In fact, you may have strong grounds for a wrongful termination claim.
Recent Cases We've Won
$6.25 MILLION Settlement:
$2.54 MILLION Settlement:
$1 MILLION Settlement:
Legal Team That Builds and Wins Complex Termination Cases
Successful wrongful termination cases are built piece by piece from day one. Our employment attorneys know exactly how to structure a case that pressures the employer, strengthens your position, and increases your chances of recovery.
Here’s how our legal team takes control of complex termination cases:
- Pinpoint the legal violation, retaliation, discrimination, breach of contract, or whistleblower protections
- Collect and preserve critical evidence and documents
- Send demand letters that apply legal and financial pressure
- File agency charges or lawsuits strategically based on timing and leverage
- Counter the employer’s internal defense actions early
Employment Attorneys Who Challenge Contradictory Employer Justifications
Employers rarely admit they fired someone for an illegal reason. Instead, they claim “performance issues,” “department restructuring,” or “budget cuts.” But here’s the thing: when the story shifts, that’s where we move in.
For example, you reported harassment in February. In March, you receive a positive performance review. In April, they fired you for “poor performance.”
The timeline doesn’t add up, and these contradictions can expose employer retaliation or pretext. We find the cracks in the employer’s interpretation of events and leverage them against them.
How We Reveal Policy Violations and HR Failures Through Legal Investigation
Some firings look clean on paper, but the paperwork doesn’t always match the reality. Our legal team investigates the gap between what companies promise in work policies and what they actually deliver.
Sloppy HR failures often expose a pattern of retaliation or discrimination, and they make your case stronger. We review internal policies, employee handbooks, disciplinary procedures, and past practices. When the employer skips steps, applies rules unevenly, or violates its own policies, we document it and use it to strengthen your claim.
Our Litigation Pressure Tactics That Compel Employer Settlements
Employers do not offer fair settlements out of goodwill. They respond to the legal risk we impose. We initiate every wrongful termination case with a clear goal of building enough pressure by:
- Sending formal demand letters backed by admissible evidence
- Filing civil complaints at the most strategic moment
- Intimidating with liability exposure, statutory penalties, and potential punitive damages
- Leveraging potential media attention and reputational risk
Our courtroom experience and high litigation costs often intimidate employers and force them to settle during negotiations.
Early Legal Strategies Our Lawyers Build to Shape Case Outcomes
At Blair & Ramirez LLP, our attorneys begin building a legal strategy from the first client meeting. Every decision we make is designed to escalate the employer’s risk, preserve the client’s legal claims, and control how the facts are presented and interpreted.
Our attorneys evaluate the following from the outset:
- Protected activities before termination (e.g., complaints, leave requests, disclosures)
- Timing and sequence of termination in relation to protected conduct
- Internal policy violations or procedural irregularities by the employer
- Misrepresentations or omissions in the employer’s written documentation
- Public exposure risks that may arise from litigation filings
We do not treat early strategy as optional. It is the foundation of a successful wrongful termination case.
Blair & Ramirez's Defensive Countermeasures Before Employers Strengthen Their Case
After a termination, employers often begin preparing their defense immediately. They revise personnel files, collect internal communications, and work with legal counsel to create a narrative that justifies the firing.
We respond to these with urgency by taking immediate legal steps to preserve facts, secure evidence, and prevent employers from rewriting history. This includes issuing litigation hold letters, requesting preservation of electronic records, and demanding access to relevant employment documents. We promptly challenge any attempts to conceal retaliation, discrimination, or policy violations.
Compensation Our Legal Team Helps You Recover for Financial and Reputational Harm
We pursue full and lawful compensation for every category of harm our clients suffer, including those employers try to minimize or ignore.
- Back pay, including lost wages, bonuses, and benefits from the date of termination
- Front pay, projected lost income due to reputational harm or delayed re-employment
- Lost benefits such as health insurance, retirement contributions, or stock options
- Emotional distress damages for anxiety, humiliation, and stress caused by the termination
- Punitive damages in cases involving egregious employer conduct or legal violations
What We Do to Challenge Employer Misclassification Claims
Employers sometimes label workers as independent contractors to avoid wage laws, benefits, and wrongful termination liability. In many cases, that classification is legally incorrect, and we take action to challenge it.
This includes:
- Analyzing job duties and daily supervision to prove employee status
- Investigating the exclusivity of the working relationship
- Identifying denied protections like overtime, rest breaks, or leave rights
- Filing legal claims for misclassification, wage theft, and retaliation
- Using misclassification to reopen wrongful termination liability
If you were fired while working as an “independent contractor,” contact our San Bernardino employment lawyers to identify misclassification under California law.
What Our Wrongful Termination Lawyers Do After Reviewing Clients' Exit and Severance Agreements
Our attorneys assess both signed and unsigned severance agreements. We look beyond surface language to determine whether the terms comply with California workers’ rights and employment law.
After severance reviews, we identify key issues, such as:
- Illegal waivers of discrimination, retaliation, or whistleblower claims
- Overbroad confidentiality or non-disparagement clauses
- Coercive deadlines or signing under duress
- Misstatements about final pay, benefits, or job classification
- Attempts to limit future employment opportunities
We often uncover clauses that are unenforceable or used to obscure unlawful conduct. Before you sign (or even if you already have), let our wrongful termination attorneys review your severance agreement for potential legal claims.
California Termination Laws Applied Within the San Bernardino Jurisdiction
California labor laws govern wrongful termination claims. Blair & Ramirez LLP attorneys apply these laws while complying with local procedures, court rules, and enforcement agencies.
We evaluate each case with full awareness of venue selection, local filing timelines, agency procedures, and judge familiarity. Whether the claim is brought before the California Civil Rights Department (CRD), the Labor Commissioner, or filed in the San Bernardino County Superior Court, our attorneys position each case strategically within the local system.
Employment Litigators With Proven Results in Local Courts
We have successfully represented employees in San Bernardino courtrooms and before administrative agencies throughout the region. Our litigation team stands apart, trusted by many wrongfully terminated workers for our:
- Extensive court appearances before Superior Court judges
- Representation in administrative hearings before the CRD
- Track record of successful resolutions, both pre-trial and in litigation
- Recognition by defense counsel for aggressive case handling
Employers and their attorneys recognize our name, and that reputation helps us protect yours.
Termination Cases Advanced Through Firm-Controlled Legal Process
Each San Bernardino unlawful termination case follows a structured legal path, handled entirely by our seasoned litigation team.
Initial Consultation -> Eligibility Review -> Pre-Filing Legal Investigation -> Agency or Court Filing -> Employer Notification with a Legal Notice -> Evidence Collection -> Discovery Strategy Planning -> Negotiation or Litigation
Throughout the process, you stay informed with regular case updates. We control the entire legal process on your behalf, while you focus on your recovery.
Time Limits for Filing Wrongful Termination Claims in California
Time limits vary depending on the type of legal violation and the agency or court involved. These are the most common statutory deadlines:
- 3 years to file a complaint with the California Civil Rights Department for discrimination, harassment, or retaliation
- 2 years to bring a common law wrongful termination claim in court
- 3 years for violations of California Labor Code §1102.5 (whistleblower retaliation)
- 180 days to file a federal claim with the Equal Employment Opportunity Commission (EEOC) in certain cases
These deadlines are not flexible. Acting early is the only way to protect your legal rights.
Get a Free Case Review With Our Experienced San Bernardino Employment Lawyers
If you were unlawfully fired, talk directly with an attorney who understands employment law and local court procedures.
You’ll get answers, not automated responses!
FAQs Related to Wrongful Termination Lawyers
Legal Clarity Begins When Employer Actions Are Properly Challenged
Whether your termination was lawful or illegal isn’t always obvious at first. When you review your employer’s actions through the lens of California law, patterns of retaliation, discrimination, or violations often emerge. The key is to get an experienced legal perspective on the facts early.
If you believe your firing was foul or you're still uncertain about its legality, get in touch for a free chat. Get clarity on your legal standing and guidance on what to do next.
Call now, email us, or submit a free consultation request form.
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