California Wrongful Termination and Retaliation Trial Lawyer
Based in San Diego, representing employees throughout California in wrongful termination and retaliation cases evaluated based on timing, evidence, and documentation.
Most Employment Disputes Are Not Lawsuits
Most workplace disputes do not result in litigation.
The cases I handle typically follow a clear pattern: an employee raises an issue, something changes, and the situation escalates, often ending in termination..
Not every situation meets that threshold. The analysis focuses on whether the employer’s decision can be tied to a protected activity and supported by evidence.
When a Case May Be Worth Evaluating
Many cases begin with a specific event, followed by a measurable change in how the employee is treated.
These may include:
reporting misconduct or unlawful conduct
requesting medical leave or workplace accommodation
raising safety or compliance concerns
complaining about discrimination or harassment
In some cases, these actions are followed by increased scrutiny, negative evaluations, or termination.
How These Cases Are Evaluated
Employers rarely identify unlawful motives directly.
Instead, the evaluation focuses on:
timing between key events
the employee’s prior performance record
internal documentation
consistency in the employer’s explanation
Cases involving termination, clear documentation, and measurable impact are typically the strongest.
A Selective Litigation Practice
I represent a limited number of clients in wrongful termination and retaliation matters.
Not every case is accepted. Each submission is reviewed to determine whether it is supported by evidence and appropriate for litigation.
If I take a case, I handle it directly.
Testimonials
Selected Results
$2,500,000
Lost on summary judgment. Won on appeal. Jury awarded punitive damages.
$30,000,000
Some other lawyer tried to settle it for $5,000,000
$400,000
Was told by prior lawyer to settle for $10,000.
$500,000
Was told by multiple lawyers had no case.
Case Evaluation
If you believe you were terminated and the decision may be connected to retaliation, discrimination, or another unlawful factor, the next step is to evaluate the facts.
Each submission is reviewed to determine whether the situation can be supported by evidence and is a strong fit for litigation.