Wrongful Termination Lawyer in San Bernardino

If you experienced wrongful termination at a San Bernardino 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 San Bernardino

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 San Bernardino 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).

San Bernardino Industries Where Wrongful Termination Claims Are Most Common

• Grocery and retail distribution workers - at the Stater Bros. Markets corporate headquarters and distribution center (301 S. Tippecanoe Avenue, San Bernardino, CA 92408 - 171 stores across Southern California, $3.8 billion revenue, the largest privately-held supermarket chain in Southern California). Grocery workers are typically represented by UFCW locals - collective bargaining agreements affect grievance procedures but do not waive statutory FEHA (Cal. Gov. Code section 12940 et seq.), Title VII (42 U.S.C. section 2000e), or California Labor Code rights. Distribution workers are covered by California's Warehouse Quotas Act, AB 701 (Cal. Labor Code sections 2100-2112).
• Warehouse, logistics, and e-commerce workers - at the Amazon Fulfillment Center (identified by California EDD Labor Market Information as a major San Bernardino County employer), Walmart, Target, and FedEx Ground distribution facilities along the I-215 / I-10 corridor. Covered by AB 701 (Cal. Labor Code sections 2100-2112), which requires written quota disclosure, prohibits quotas that interfere with meal, rest, or bathroom use, and provides a private right of action. Client-employer liability under California Labor Code section 2810.3 makes brand-name retailers and logistics companies jointly responsible for staffing-agency and subcontractor wage violations.
• Healthcare workers - at Arrowhead Regional Medical Center / ARMC (400 N. Pepper Avenue, Colton, CA 92324 - 456-bed county-owned Level I trauma university-affiliated teaching hospital, replaced the former San Bernardino County Medical Center in 1999) and Loma Linda University Medical Center / LLUMC (11234 Anderson Street, Loma Linda, CA 92354 - Level 1 trauma with 1,000+ beds across Adult Hospital 320 + Children's Hospital 364 + East Campus 134 + Behavioral Medicine Center 89; ~900 faculty physicians; faith-based nonprofit affiliated with Seventh-day Adventist Church). Covered by SB 525 (Cal. Labor Code sections 1182.14, 1182.15, 1182.16) tiered healthcare-worker minimum-wage schedule, California Health and Safety Code section 1278.5 ($25,000-per-violation civil penalty for patient-safety retaliation), and - for ARMC employees as county workers - the 6-month Government Claims Act deadline (Cal. Gov. Code section 911.2).
• Higher education and K-12 workers - at California State University, San Bernardino / CSUSB (5500 University Parkway - approximately 2,500 employees, one of the largest employers in the Inland Empire; state-of-California employees subject to CFA collective bargaining for faculty and the 6-month Government Claims Act deadline), the San Bernardino City Unified School District / SBCUSD (777 North F Street, (909) 381-1100), and San Bernardino Valley College (701 S. Mt. Vernon Avenue, part of the San Bernardino Community College District). Protected by Skelly v. State Personnel Board (1975) 15 Cal.3d 194 due-process rights, California Whistleblower Protection Act (Cal. Gov. Code section 8547), and the 6-month Government Claims Act deadline.
• Casino and hospitality workers - at the Yaamava' Resort & Casino at San Manuel (777 San Manuel Boulevard, Highland, CA 92346 - top-10 private employer in San Bernardino County with 5,000+ employees, owned and operated by the San Manuel Band of Mission Indians as a federally recognized tribal enterprise). Tribal sovereign immunity affects certain claims, but workers retain rights under tribal labor ordinances, the Indian Gaming Regulatory Act (25 U.S.C. section 2701 et seq.), and Title VII for federally protected categories. Tipped restaurant and bar workers earn full California minimum wage of $16.90/hour plus tips (Cal. Labor Code section 351 prohibits tip pooling abuses).
• Government and public-sector workers - at the County of San Bernardino (more than 40 departments and approximately 25,000 public-service professionals countywide), the City of San Bernardino (290 North D Street), the San Bernardino Police Department, the San Bernardino County Sheriff's Department, and the California Highway Patrol. Peace officers are covered by the Public Safety Officers Procedural Bill of Rights (POBR, Cal. Gov. Code section 3300 et seq.). Court personnel at the San Bernardino Justice Center (247 West Third Street - 35 courtrooms, opened 2014) are state employees subject to civil-service rules. Subject to the 6-month Government Claims Act deadline.
• Rail and transportation workers - at the BNSF Railway yard at the historic Santa Fe Railway hub in central San Bernardino, and truck drivers along the I-10 / I-215 corridor. Rail workers are covered by the Federal Railroad Safety Act (FRSA, 49 U.S.C. section 20109) whistleblower protection (OSHA-administered), the Federal Employers Liability Act (FELA, 45 U.S.C. section 51 et seq.), and the Railway Labor Act (45 U.S.C. section 151 et seq.). Truck drivers are covered by federal STAA whistleblower protection (49 U.S.C. section 31105).

San Bernardino Mass-Layoff Notice Rights

If you were part of a San Bernardino 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.

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 San Bernardino

FEHA charges go to the California Civil Rights Department (CRD), 320 W. 4th Street, Suite 1000, 10th Floor, Los Angeles, CA 90013. Federal charges go to the EEOC Los Angeles District Office, Roybal Federal Building, 255 East Temple Street, 4th Floor, Los Angeles, CA 90012. Whistleblower and wage claims can be filed with the California Labor Commissioner (DLSE San Bernardino Office, 464 West 4th Street, Suite 348, San Bernardino, CA 92401). Civil suits are heard at the San Bernardino County Superior Court, San Bernardino Justice Center, 247 West Third Street, San Bernardino, CA 92415. Call us at 1-800-371-3088 before any deadline.