Mountain View Wrongful Termination Lawyer

If you’re facing a sudden firing, you may be searching for a Mountain View wrongful termination lawyer. At Omega Law Group Accident & Injury Attorneys, we help employees and executives who were let go for illegal reasons and need clear options in Santa Clara County.

We handle discrimination-based firings, retaliation for complaints or whistleblowing, leave-related terminations, contract and public-policy claims, and constructive discharge cases. Our guidance applies to workers in Mountain View across tech, startups, healthcare, retail, and more.

With decades of experience between us, our team knows how to get the results you are owed. Schedule a free consultation and talk to a Mountain View employment lawyer today.

Your Legal Rights After an Unlawful Firing

California is an at-will state, but employers cannot fire you for unlawful reasons. Protected traits under the California Fair Employment and Housing Act (FEHA) include the following:

• Race
• Sex
• Gender identity
• Sexual orientation
• Age 40+
• Disability
• Religion
• National origin

You also cannot be fired for protected activities, including whistleblowing, requesting accommodations, taking CFRA/FMLA leave, reporting unpaid wages, and opposing discrimination.

If your termination followed a complaint, a medical leave request, or a refusal to break the law, you may have a claim.

What You Should Do After Being Illegally Fired

You will need to act quickly to collect evidence that will support your claim. Save copies of your offer letter, handbook, policies, performance reviews, pay records, and any termination paperwork.

Download lawful personal copies of emails or messages that show your protected activity or rebut the employer’s stated reason.

Do not sign a severance agreement or non-disparagement clause until you get legal advice from a Mountain View wrongful termination attorney. These agreements can limit claims, restrict speech, or shorten deadlines. A short review can change the outcome of your exit.

Additional Evidence That Can Support Your Claim

Evidence wins employment cases, and the more you have, the better. Keep notes of who said what and when, especially around complaints, leave requests, and performance discussions. Store texts, calendar invites, Slack messages, and witness names in a secure place.

If you used a work device, avoid accessing it after separation or violating security rules. Instead, list the files and messages you know exist. Our team can obtain what’s needed through legal channels, including letters demanding preservation and discovery.

How Our Mountain View Wrongful Termination Lawyers Prepare Your Case

We start with a focused case evaluation, which includes taking a close look at timelines, decision-makers, comparators, and available proof. Then we assess the best forum based on your claims and any arbitration agreement, such as the California Civil Rights Department (CRD) proceedings, EEOC, arbitration, or court.

We then draft a demand that highlights the evidence and damages. If pre-lawsuit talks do not resolve the matter, we file with the CRD to obtain a right-to-sue or proceed directly when allowed. Throughout the entire process, we give you clear updates and discuss realistic settlement ranges.

Most wrongful termination cases resolve through settlement. Still, our Mountain View wrongful termination lawyers prepare every case as if it will be heard by a judge, arbitrator, or jury. Preparation helps improve both leverage and outcomes.

Damages Available to Mountain View Employees

Monetary damages can include back pay from the termination date to resolution and front pay for future lost earnings. Benefits, bonuses, commissions, and equity may be recoverable if tied to your employment. We account for job search efforts and offsets from new jobs.

FEHA also allows recovery for emotional distress caused by discrimination or retaliation. Punitive damages may be available when the conduct shows malice, oppression, or fraud, subject to proof. Many statutes also allow a successful employee to recover attorneys’ fees and costs.

Equitable relief can include reinstatement, record-clearing, and policy changes. In arbitration or in court, our wrongful termination attorneys serving Mountain View pursue results that reflect both your financial losses and the harm to your career. Remedies are tailored to your goals and the facts.

Important Deadlines for Wrongful Termination Claims in California

Most FEHA claims require filing with the CRD within three years of the unlawful act, followed by a one-year window to sue after a right-to-sue letter. Federal charges with the EEOC generally must be filed within 300 days in California.

Public-policy wrongful discharge claims usually carry a two-year limit, while written contract claims may allow up to four years. California whistleblower claims often have a three-year window.

Specific facts can change these timelines, so early review is wise. Our legal team works quickly to address deadlines and protect your right to recover.

Severance, NDAs, and Arbitration in California Workplaces

Severance agreements can offer fair compensation but often ask for broad releases and restrictions. California’s “Silenced No More Act” limits the use of NDAs for certain claims, yet confidentiality and non-disparagement terms still appear frequently. Careful review helps you avoid giving up leverage too soon.

Many local employers require arbitration of employment disputes. Federal law continues to permit most mandatory arbitration in this area, though the ban on forced arbitration for sexual assault and harassment claims now applies. Arbitration can move faster, but discovery and appeal rights are different from court.

Before signing anything, you should weigh the severance amount against your potential claims. Your lawyer can negotiate improvements, including neutral references, payment timing, and carve-outs that protect your rights. Even small changes can make a meaningful difference.

What to Bring to Your Free Consultation

Bringing the right documents helps us evaluate your case quickly and accurately. Organize them by date if possible and note any missing items.

Helpful items include:

• Offer letter, employment agreement, and any equity or commission plan.
• Employee handbook, policies, and any PIP or disciplinary notices.
• Performance reviews, emails, texts, or Slack messages about your firing.
• Medical notes, accommodation requests, or leave paperwork (CFRA/FMLA).
• Pay stubs, bonus or RSU statements, and benefits summaries.
• A timeline of key events and a list of witnesses with contact details.

Speak With a Mountain View Wrongful Termination Attorney Today

If you believe you were fired for an illegal reason in Mountain View, you’re not alone, and you’re not without options. Our team at Omega Law Group can assess your facts, identify the strongest claims, and pursue the best path.

Contact us today for a free consultation to discuss your situation with a wrongful termination lawyer serving Mountain View.