In 1987, we secured the largest jury verdict in San Francisco Superior Court in a single plaintiff wrongful termination case in Carolyn Gardner v. Charles Schwab Company. Since that time, we have resolved numerous wrongful termination cases, in spite of the fact that California is an “at will” employer state.
This means that in California the presumption is that if you hold employment, it is “at will” which means that your employment can be terminated at any time, without notice, and for any reason or no reason at all. The only way you can overcome the presumption of “at will” employment is if you have a written contract or offer letter that states otherwise, or if your termination is otherwise illegal or violates an important public policy. The public policy at issue must be based in a state or federal law or regulation.
Some examples of facts that would allow you to bring a wrongful termination case that involve public policy violations include the following: