Workplace Retaliation Lawyer in Burbank

Retaliation claims in Burbank frequently involve studio workers fired or sidelined after reporting sexual harassment, animation crew punished for raising wage complaints, and broadcast employees retaliated against for whistleblowing on production-safety or accounting issues. California Labor Code sections 1102.5, 6310, 232, 232.5, 98.6, 132a, and FEHA section 12940(h) provide layered protection. Call us at 1-800-371-3088.

What Is Workplace Retaliation in Burbank

Retaliation against employees who exercise legal rights is independently illegal under California law, separate from the underlying complaint. Common statutory bases for Burbank workers include Labor Code section 1102.5 (whistleblower retaliation; up to $10,000 per violation civil penalty under section 1102.5(f)), Labor Code section 98.6 (retaliation for filing a wage complaint), Labor Code section 6310 (Cal/OSHA retaliation; 6-month deadline to file with Cal/OSHA), Labor Code section 232 (retaliation for discussing wages with coworkers), Labor Code section 132a (workers' compensation retaliation), Cal. Government Code section 12940(h) (FEHA-protected-activity retaliation), Cal. Government Code section 8547 (California Whistleblower Protection Act for state employees), and Health and Safety Code section 1278.5 (hospital-worker patient-safety retaliation; $25,000-per-violation civil penalty).

Burbank Industries Where Retaliation Claims Are Most Common

• Entertainment-industry workers at Warner Bros Discovery - at Warner Bros Discovery (Burbank's largest employer with ~10,000 employees per the Burbank Chamber of Commerce; headquarters at 4000 Warner Blvd, Burbank, CA 91522). Entertainment workers are typically protected by collective bargaining agreements through the Screen Actors Guild-American Federation of Television and Radio Artists (SAG-AFTRA), Writers Guild of America (WGA), Directors Guild of America (DGA), International Alliance of Theatrical Stage Employees (IATSE), and Teamsters Local 399. Production crew workers have specific protections under the federal Sarbanes-Oxley Act (18 U.S.C. section 1514A) for Warner Bros Discovery (NASDAQ: WBD) public-company employees, the federal Defend Trade Secrets Act of 2016 (18 U.S.C. section 1836), the California Uniform Trade Secrets Act (Cal. Civil Code section 3426 et seq.), and California's strong non-compete prohibition (Bus. & Prof. Code section 16600).
• Walt Disney Company employees at the Burbank headquarters - at The Walt Disney Company headquarters (500 South Buena Vista Street, Burbank, CA 91521 - ~7,800 Burbank employees per Burbank Chamber). Disney has faced significant employment-discrimination litigation: in September 2025, Orange County Superior Court approved a $233 million class-action settlement in Grace et al v. Walt Disney Co. et al (Case No. 30-2019-01116850), and a separate $43 million Rasmussen v. Walt Disney gender pay discrimination class-action settlement (Cohen Milstein) involving thousands of California women alleging they were paid less than men. Disney public-company employees (NYSE: DIS) are also protected by Sarbanes-Oxley (18 U.S.C. section 1514A) and Dodd-Frank section 922 (15 U.S.C. section 78u-6).
• Healthcare workers at Providence Saint Joseph Medical Center - at Providence Saint Joseph Medical Center (501 South Buena Vista Street, Burbank, CA 91505-4809 - 446 licensed beds, founded 1943, HCAI ID 106190758; part of Providence Health & Services / CommonSpirit-equivalent). Providence has faced significant wage-and-hour litigation: an April 18, 2024 King County jury found Providence Health & Services must pay more than $229 million in unpaid wages to more than 33,000 workers (Bennett v. Providence). Covered by SB 525 healthcare-worker minimum-wage schedule (Cal. Labor Code sections 1182.14, 1182.15, 1182.16), California Health & Safety Code section 1278.5 ($25,000-per-violation civil penalty for patient-safety retaliation), and CNA / SEIU-UHW / NUHW collective bargaining agreements.
• Airport, aviation, and BUR airport workers - at Hollywood Burbank Airport / BUR (2627 N Hollywood Way, Burbank, CA 91505 - ~2,700 employees, the 3rd-largest employer in Burbank; private employment provider is TBI Airport Management). Aviation workers are covered by the federal Railway Labor Act (45 U.S.C. section 151 et seq.) for airline employees, the Whistleblower Protection Program (49 U.S.C. section 42121) for aviation safety, federal Motor Carrier Safety Regulations for ground transportation, and California state laws. Burbank Airport is currently building a 14-gate replacement passenger terminal.
• Burbank Unified School District (BUSD) workers - at the Burbank Unified School District (~13,820 students enrolled 2025-26 per CDE; 21 schools per US News). Covered by California Education Code sections 44930-44987 (permanent-employee dismissal protections), the Educational Employment Relations Act (EERA / Cal. Gov. Code sections 3540-3549.3), Cal. Education Code section 44113 (school-employee whistleblower protections), and CTA-affiliated collective bargaining agreements. PEPRA and the 6-month government-claim deadline apply.
• City of Burbank and Burbank Water and Power (BWP) workers - at the City of Burbank (charter city, council-manager form per the Burbank City Charter; five at-large City Council members elected for four-year terms; one serves as Mayor), the Burbank Police Department, the Burbank Fire Department, and Burbank Water and Power (BWP) - the city's municipally-owned electric and water utility (one of only a handful of California cities to operate its own electric utility). BWP utility workers may have Energy Reorganization Act section 5851 (42 U.S.C. section 5851) whistleblower protections for energy-safety reporting. Police covered by POBR (Cal. Gov. Code section 3300 et seq.); firefighters by FBOR (Cal. Gov. Code section 3250 et seq.); all public employees by PEPRA, MMBA (Cal. Gov. Code sections 3500-3511), and the 6-month Government Claims Act deadline (Gov. Code section 911.2).
• Retail and consumer-services workers - at the Burbank Town Center, along Magnolia Boulevard, and at chain retailers throughout Burbank including West Coast Customs, West Elm, 24 Hour Fitness, Target, Walmart, Lowe's, and REI. Fast-food workers at chains with 60+ national locations earn the $20.00/hour AB 1228 floor (Cal. Labor Code section 1474). Retail workers covered by IWC Wage Order 7 (mercantile industry).
• NBCUniversal and Universal Studios workers - at NBCUniversal (parent company has 41,897 total employees per Revelio Labs; Burbank-area operations include studios and corporate offices). Production employees covered by IATSE, Teamsters Local 399, SAG-AFTRA, DGA, and WGA collective bargaining agreements. Public-company employees of Comcast Corporation (NASDAQ: CMCSA) parent are protected by Sarbanes-Oxley (18 U.S.C. section 1514A) and Dodd-Frank section 922.

SB 497 Rebuttable Presumption

SB 497 (effective January 1, 2024) amended Labor Code sections 98.6, 1102.5, and 1197.5 to create a rebuttable presumption of retaliation when an employer takes adverse action within 90 days of a protected complaint. The burden shifts to the employer to prove a non-retaliatory reason for the adverse action - a major change that strengthens Burbank retaliation claims. AB 692 (effective January 1, 2026) added Labor Code section 926, which voids most "stay-or-pay" contract terms.

California Law

For the full California retaliation framework, including Labor Code sections 1102.5, 98.6, 6310, 232, and 132a, the California Whistleblower Protection Act (Cal. Government Code section 8547), and FEHA retaliation (Cal. Government Code section 12940(h)), see our California employment law page.

What Compensation Can You Recover

Back pay, front pay, emotional-distress damages, punitive damages (where allowed by statute), civil penalties (up to $10,000 per violation under Labor Code section 1102.5(f); up to $25,000 per violation under Health and Safety Code section 1278.5), and attorneys' fees and costs (Labor Code section 1102.5(j)). For details, see our California employment law page.

How to File a Retaliation Claim in Burbank

Whistleblower and wage-retaliation claims can be filed with the California Labor Commissioner (DLSE Van Nuys Office, 6150 Van Nuys Boulevard, Room 100, Van Nuys, CA 91401). Cal/OSHA retaliation claims under Labor Code section 6310 have a 6-month deadline; statewide complaint line (833) 579-0927. FEHA retaliation claims go to the California Civil Rights Department (CRD), Los Angeles Office, 320 West 4th Street, 10th Floor, Los Angeles, CA 90013. Civil suits are heard at the Los Angeles County Superior Court - Burbank Courthouse, 300 East Olive Avenue, Burbank, CA 91502 (North Central District; the Glendale Courthouse at 600 East Broadway, Glendale, CA 91206 also serves the area). Call us at 1-800-371-3088 before any deadline.