Wrongful Termination Lawyer in Roseville

If you experienced wrongful termination at a Roseville workplace, you have strong protections under California law. We represent employees only, never employers, and offer a free, confidential consultation. 1-800-371-3088.

What Is Wrongful Termination in Roseville

California is an at-will state, but the at-will rule has many exceptions. The leading case is Tameny v. Atlantic Richfield Co. (1980) 27 Cal.3d 167, which established the public-policy tort: an employee fired for refusing to commit an illegal act, for asserting a statutory right, or for reporting illegal conduct can sue in tort. Other Roseville wrongful-termination grounds include FEHA (Cal. Government Code section 12940), Labor Code section 1102.5 (whistleblower retaliation), Labor Code section 6310 (Cal/OSHA retaliation), Labor Code section 232 (wage-discussion retaliation), and Labor Code section 132a (workers' compensation retaliation).

Roseville Industries Where Wrongful Termination Claims Are Most Common

• Healthcare workers at Sutter Roseville and Kaiser Permanente Roseville - at Sutter Roseville Medical Center (1 Medical Plaza Drive, Roseville, CA 95661 - 418 licensed beds after a $27.7 million expansion completed September 2025 that added 36 new beds (24 medical/surgical + 12 ICU); the third-largest hospital in the Sacramento area; an earlier 94,800-square-foot 2020 expansion added emergency-department capacity) and Kaiser Permanente Roseville Medical Center (1600 Eureka Road - one of Kaiser's largest Northern California facilities, with a planned 278,000-square-foot 6-story Inpatient Bed Tower adding 138 hospital beds, 20 ICU beds, 6 operating rooms, and 728 new employees). 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.
• Technology and engineering workers at Hewlett Packard Enterprise - at the Hewlett Packard Enterprise (NYSE: HPE) Roseville campus (formerly Hewlett-Packard's Roseville Site Manufacturing Operation, dating back to the 1970s; a top Placer County major employer per the California EDD). Public-company employees of Hewlett Packard Enterprise (NYSE: HPE) are protected by Sarbanes-Oxley (18 U.S.C. section 1514A) and Dodd-Frank section 922 (15 U.S.C. section 78u-6). Engineers and scientists are covered by the federal Defend Trade Secrets Act of 2016 (18 U.S.C. section 1836) and the California Uniform Trade Secrets Act (Cal. Civil Code section 3426 et seq.). California's strong non-compete prohibition (Bus. & Prof. Code section 16600) preserves HPE employees' freedom to move to competitors.
• Retail and consumer-services workers - at the Westfield Galleria at Roseville (one of the largest shopping malls in Northern California), the Fountains at Roseville, and chain retailers along Roseville Parkway, Douglas Boulevard, and Eureka Road, including Costco, Target, Walmart, Home Depot, and many fast-food and restaurant chains. Fast-food workers at chains with 60+ national locations earn the $20.00/hour AB 1228 floor (Cal. Labor Code section 1474).
• Automotive sales and service workers at the Roseville Auto Mall - at the Roseville Auto Mall, one of the largest auto-dealership clusters in Northern California. Auto dealership workers are typically covered by California Labor Code, FEHA, and federal Title VII / ADA / ADEA. Sales commission disputes (Cal. Labor Code section 204.1 for commercial-vehicle sales commissions and Industrial Welfare Commission Wage Order 4 for retail sales) are common issues. Service technicians may be subject to flag-rate pay disputes and meal/rest break violations under Cal. Labor Code sections 226.7 and 512.
• Education workers at RJUHSD, K-8 districts, and Sierra College - at the Roseville Joint Union High School District / RJUHSD (~10,627-11,002 students, 472 FTE teachers, and 439 FTE staff per state data; serves area high schools), the Roseville City School District (K-8), the Dry Creek Joint Elementary School District (K-8), the Eureka Union School District, and Sierra College (5100 Sierra College Boulevard, Rocklin - serving Placer, Nevada, El Dorado, and Sacramento Counties; part of the Sierra Joint Community College District). K-12 teachers are covered by the California Education Code sections 44930-44987. All public-school and community-college employees are subject to the 6-month government-claim deadline.
• Government, public-sector, and municipal-utility workers - at the City of Roseville (311 Vernon Street - charter city, incorporated April 10, 1909, operating under the council-manager form), the Roseville Police Department (officers subject to POBR / Cal. Gov. Code section 3300 et seq.), the Roseville Fire Department, and the City of Roseville's municipal utilities (electric, water, wastewater - one of only a handful of California cities to operate its own electric utility, which means utility workers may have Energy Reorganization Act section 5851 (42 U.S.C. section 5851) whistleblower protections for energy-safety reporting); plus Placer County government (with most county departments in Auburn but courts and major facilities in Roseville) and federal offices. Subject to the 6-month Government Claims Act deadline (Gov. Code section 911.2), PEPRA, and MMBA.
• Logistics and warehouse workers - at distribution centers along Interstate 80, Highway 65, and Atlantic Street. Warehouse workers are protected by the Warehouse Quotas Act (AB 701, Cal. Labor Code sections 2100-2112) - which requires written quota disclosures, prohibits undisclosed quotas, and prohibits quotas that prevent compliance with meal/rest breaks or OSHA.

Roseville Mass-Layoff Notice Rights

If you were part of a Roseville mass layoff, the California WARN Act (California Labor Code sections 1400 through 1408) requires covered employers with 75 or more workers to give 60 days' advance written notice of a mass layoff of 50 or more employees in any 30-day period, a plant closing, or a relocation. Federal WARN (29 U.S.C. sections 2101-2109) applies to employers with 100+ employees. Damages: up to 60 days of back pay and benefits, plus an additional civil penalty of up to $500 per day under federal WARN if notice is not given to the local government. SB 617 (effective January 1, 2026) expanded the required notice content. On March 29, 2024, U.S. District Judge Edward J. Davila approved an $18 million class-action settlement against HP and HPE for age discrimination - resolving allegations that the companies systematically purged older workers ("This Is Getting Old" litigation, Andrus Anderson; CIS coverage). This precedent directly affects HPE Roseville workers over age 40.

California Law

For the full California framework, including Tameny, Labor Code section 1102.5, FEHA, Cal-WARN, and public-employee due-process rights, see our California employment law page.

What Compensation Can You Recover

Back pay, front pay (or reinstatement where appropriate), emotional-distress damages, punitive damages (unlimited under FEHA and under the Tameny tort), 60-day Cal-WARN back-pay damages where applicable, and attorneys' fees and costs (Cal. Government Code section 12965(c); Labor Code section 1102.5(j)). For details, see our California employment law page.

How to File a Wrongful Termination Claim in Roseville

FEHA charges go to the California Civil Rights Department (CRD), Sacramento Office, 2218 Kausen Drive, Suite 100, Elk Grove, CA 95758. Federal charges go to the EEOC San Francisco District Office, 450 Golden Gate Avenue, 5 West, San Francisco, CA 94102. Whistleblower and wage claims can be filed with the California Labor Commissioner (DLSE Sacramento Office, 2031 Howe Avenue, Suite 100, Sacramento, CA 95825). Civil suits are heard at the Placer County Superior Court, Gibson Courthouse, 10820 Justice Center Drive, Roseville, CA 95678. Call us at 1-800-371-3088 before any deadline.