If you’re considering blowing the whistle on misconduct at your job, it’s crucial to understand your rights, the relevant laws - including California Labor Code 1102.5 - and how to protect yourself throughout the process. At Chami Law, we’re here to guide you through every step and help you evaluate your options with no obligation.

At Chami Law, we’ve seen firsthand how difficult it can be for employees to speak out about harassment or wrongdoing in the workplace. Taking action can feel daunting, especially when you fear retaliation or being labeled a “problem employee.” However, it’s crucial to protect yourself and ensure your concerns are addressed properly. Here’s what we recommend to anyone experiencing harassment or unfair treatment at work: The first thing we tell all our clients—and we emphasize this to anyone who comes to us with a workplace complaint—is to make sure they complain. That they are expressing their concerns to the right people, like human resources or their manager in writing. Ideally, this should be done via email or another method that creates a timestamped record. Clearly state what is happening, why you believe it’s wrong, and that you want it to stop. Unfortunately, the problem is that a lot of people hesitate to document their concerns because they don’t want to “rock the boat” or be considered the “problem employee,” who’s unwanted in the workplace. But the truth is, failing to speak up can weaken your case if things escalate later. A lot times we see situations where an employee lets the behavior continue unchecked, and when they finally do complain—sometimes after receiving a write-up or other disciplinary action—the employer tries to claim the complaint is retaliatory or dishonest. So, it’s best for someone if they can and feel strongly enough about it to document their concerns early and to the right people to protect them from these kinds of tactics. Now, let’s say you do take this step: you send a written complaint to HR or your manager, and their response is dismissive—something like, “There’s no evidence this happened.” What’s next? At this point, it’s time to get a lawyer involved. You’ve already put the company on notice about your concerns, documented the actions you’ve experienced, and provided details about when they occurred. If the company still refuses to take action, it’s important to reach out to a competent attorney for assistance. As you move forward, keep a close eye on how your work environment changes. Are they reducing your hours, criticizing your work more often, or giving you undesirable assignments? Have they demoted, suspended, or otherwise retaliated against you? If you notice any of these adverse actions, it’s likely the company is not following the law, and that’s where we come in. We’ll step in, send them a formal letter, file administrative complaints, and hold them accountable. Our goal is to make it clear where they’ve broken the law and push for justice. If the situation escalates to the point where you’re terminated, we can take further action to ensure you’re compensated for the harm you’ve suffered. Standing up to harassment or unfair treatment is never easy, but with the right documentation and support, you can protect yourself and hold employers accountable for their actions. At Chami Law, we’re here to help you every step of the way.