{"id":2181,"date":"2020-05-20T13:17:41","date_gmt":"2020-05-20T21:17:41","guid":{"rendered":"https:\/\/www.riselawfirm.com\/?page_id=2181"},"modified":"2026-11-03T14:41:38","modified_gmt":"2026-11-03T21:41:38","slug":"abogado-de-denuncias-en-los-angeles","status":"publish","type":"page","link":"https:\/\/www.riselawfirm.com\/es\/los-angeles-whistleblowing-attorney\/","title":{"rendered":"Abogado de denunciantes en Los \u00c1ngeles y Beverly Hills, CA"},"content":{"rendered":"<div id=\"ez-toc-container\" class=\"ez-toc-v2_0_89 counter-hierarchy ez-toc-counter ez-toc-grey ez-toc-container-direction\">\n<div class=\"ez-toc-title-container\">\n<p class=\"ez-toc-title\" style=\"cursor:inherit\">Table of Contents<\/p>\n<span class=\"ez-toc-title-toggle\"><a href=\"#\" class=\"ez-toc-pull-right ez-toc-btn ez-toc-btn-xs ez-toc-btn-default ez-toc-toggle\" aria-label=\"Toggle Table of Content\"><span class=\"ez-toc-js-icon-con\"><span class=\"\"><span class=\"eztoc-hide\" style=\"display:none;\">Toggle<\/span><span class=\"ez-toc-icon-toggle-span\"><svg style=\"fill: #999;color:#999\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" class=\"list-377408\" width=\"20px\" height=\"20px\" viewBox=\"0 0 24 24\" fill=\"none\"><path d=\"M6 6H4v2h2V6zm14 0H8v2h12V6zM4 11h2v2H4v-2zm16 0H8v2h12v-2zM4 16h2v2H4v-2zm16 0H8v2h12v-2z\" fill=\"currentColor\"><\/path><\/svg><svg style=\"fill: #999;color:#999\" class=\"arrow-unsorted-368013\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" width=\"10px\" height=\"10px\" viewBox=\"0 0 24 24\" version=\"1.2\" baseProfile=\"tiny\"><path d=\"M18.2 9.3l-6.2-6.3-6.2 6.3c-.2.2-.3.4-.3.7s.1.5.3.7c.2.2.4.3.7.3h11c.3 0 .5-.1.7-.3.2-.2.3-.5.3-.7s-.1-.5-.3-.7zM5.8 14.7l6.2 6.3 6.2-6.3c.2-.2.3-.5.3-.7s-.1-.5-.3-.7c-.2-.2-.4-.3-.7-.3h-11c-.3 0-.5.1-.7.3-.2.2-.3.5-.3.7s.1.5.3.7z\"\/><\/svg><\/span><\/span><\/span><\/a><\/span><\/div>\n<nav><ul class='ez-toc-list ez-toc-list-level-1 eztoc-toggle-hide-by-default' ><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-1\" href=\"https:\/\/www.riselawfirm.com\/es\/los-angeles-whistleblowing-attorney\/#Am_I_protected_if_I_report_illegal_conduct_at_work_in_California\" >Am I protected if I report illegal conduct at work in California?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-2\" href=\"https:\/\/www.riselawfirm.com\/es\/los-angeles-whistleblowing-attorney\/#Who_is_protected_under_California_whistleblower_law\" >Who is protected under California whistleblower law?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-3\" href=\"https:\/\/www.riselawfirm.com\/es\/los-angeles-whistleblowing-attorney\/#Does_reporting_internally_to_my_boss_or_HR_count\" >Does reporting internally to my boss or HR count?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-4\" href=\"https:\/\/www.riselawfirm.com\/es\/los-angeles-whistleblowing-attorney\/#Am_I_protected_if_I_refuse_to_do_something_illegal\" >Am I protected if I refuse to do something illegal?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-5\" href=\"https:\/\/www.riselawfirm.com\/es\/los-angeles-whistleblowing-attorney\/#What_kinds_of_reports_are_protected\" >What kinds of reports are protected?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-6\" href=\"https:\/\/www.riselawfirm.com\/es\/los-angeles-whistleblowing-attorney\/#How_do_you_prove_whistleblower_retaliation\" >How do you prove whistleblower retaliation?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-7\" href=\"https:\/\/www.riselawfirm.com\/es\/los-angeles-whistleblowing-attorney\/#What_other_whistleblower_laws_may_apply\" >What other whistleblower laws may apply?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-8\" href=\"https:\/\/www.riselawfirm.com\/es\/los-angeles-whistleblowing-attorney\/#What_should_I_do_if_I_am_retaliated_against_for_reporting\" >What should I do if I am retaliated against for reporting?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-9\" href=\"https:\/\/www.riselawfirm.com\/es\/los-angeles-whistleblowing-attorney\/#How_long_do_I_have_to_file_a_whistleblower_claim\" >How long do I have to file a whistleblower claim?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-10\" href=\"https:\/\/www.riselawfirm.com\/es\/los-angeles-whistleblowing-attorney\/#What_compensation_can_a_whistleblower_recover\" >What compensation can a whistleblower recover?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-11\" href=\"https:\/\/www.riselawfirm.com\/es\/los-angeles-whistleblowing-attorney\/#How_much_does_it_cost_to_hire_Rise_Law_Firm\" >How much does it cost to hire Rise Law Firm?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-12\" href=\"https:\/\/www.riselawfirm.com\/es\/los-angeles-whistleblowing-attorney\/#Why_whistleblowers_choose_Rise_Law_Firm\" >Why whistleblowers choose Rise Law Firm<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-13\" href=\"https:\/\/www.riselawfirm.com\/es\/los-angeles-whistleblowing-attorney\/#Contact_our_Los_Angeles_whistleblower_lawyers\" >Contact our Los Angeles whistleblower lawyers<\/a><\/li><\/ul><\/nav><\/div>\n\n<div class=\"rlfp\">\n<p><em>Reviewed by <a href=\"\/eliot-j-rushovich\/\">Eliot J. Rushovich<\/a>, Managing Partner, Rise Law Firm, PC. Last updated October 2026.<\/em><\/p>\n<div class=\"rlfp-band rlfp-light\"><div class=\"rlfp-intro\"><div class=\"rlfp-intro-text\"><h2><span class=\"ez-toc-section\" id=\"Am_I_protected_if_I_report_illegal_conduct_at_work_in_California\"><\/span>Am I protected if I report illegal conduct at work in California?<span class=\"ez-toc-section-end\"><\/span><\/h2><p>Yes. California&#8217;s whistleblower law, Labor Code section 1102.5, prohibits an employer from firing, demoting or otherwise retaliating against an employee who reports what the employee reasonably believes is a violation of law, whether the report is made to a government agency or internally to a supervisor. It also protects employees who refuse to take part in illegal activity. Rise Law Firm represents employees only, never employers, and handles whistleblower retaliation cases on a contingency basis, so you pay no fees or costs unless we recover compensation for you.<\/p><p>If you were punished for reporting misconduct, call <a href=\"tel:+13107286588\">(310) 728-6588<\/a> or <a href=\"\/contact\/\">contact us<\/a> to request a free, confidential consultation.<\/p><\/div><div class=\"rlfp-intro-art\"><svg role=\"img\" aria-label=\"Line drawing of a speech bubble and a shield\" viewBox=\"0 0 360 300\"><path class=\"d\" pathLength=\"1\" d=\"M20 260 H340\" stroke=\"#9AA4B1\" stroke-width=\"2\"><\/path><path class=\"d\" pathLength=\"1\" d=\"M40 70 H220 a10 10 0 0 1 10 10 V170 a10 10 0 0 1 -10 10 H110 L70 215 V180 H40 a10 10 0 0 1 -10 -10 V80 a10 10 0 0 1 10 -10 Z\" stroke=\"#141A23\" stroke-width=\"3\"><\/path><path class=\"d\" pathLength=\"1\" d=\"M130 95 V140 M130 158 V162\" stroke=\"#D82C18\" stroke-width=\"6\"><\/path><path class=\"d\" pathLength=\"1\" d=\"M280 120 L330 138 V178 C330 210 308 232 280 242 C252 232 230 210 230 178 V138 Z\" stroke=\"#141A23\" stroke-width=\"3\"><\/path><path class=\"d\" pathLength=\"1\" d=\"M258 180 l15 15 l28 -32\" stroke=\"#D82C18\" stroke-width=\"4\"><\/path><\/svg><\/div><\/div><\/div>\n<div class=\"rlfp-sec\"><img loading=\"lazy\" decoding=\"async\" class=\" wp-image-7442 aligncenter\" src=\"https:\/\/www.riselawfirm.com\/wp-content\/uploads\/2024\/10\/Whistleblowing-Lawyers-in-Los-Angeles-300x199.jpg\" alt=\"Whistleblowing Lawyers in Los Angeles\n\" width=\"672\" height=\"446\" srcset=\"https:\/\/www.riselawfirm.com\/wp-content\/uploads\/2024\/10\/Whistleblowing-Lawyers-in-Los-Angeles-300x199.jpg 300w, https:\/\/www.riselawfirm.com\/wp-content\/uploads\/2024\/10\/Whistleblowing-Lawyers-in-Los-Angeles.jpg 725w\" sizes=\"auto, (max-width: 672px) 85vw, 672px\" \/><\/div>\n<div class=\"rlfp-sec\"><h2><span class=\"ez-toc-section\" id=\"Who_is_protected_under_California_whistleblower_law\"><\/span>Who is protected under California whistleblower law?<span class=\"ez-toc-section-end\"><\/span><\/h2><p>Labor Code section 1102.5 protects an employee who discloses information about a violation of a local, state or federal law, rule or regulation to:<\/p>\n<ul class=\"rlfp-list\">\n<li>A government or law enforcement agency<\/li>\n<li>A public body conducting an investigation, hearing or inquiry<\/li>\n<li>A supervisor or another person with authority over the employee<\/li>\n<li>Another employee with authority to investigate, discover or correct the violation<\/li>\n<\/ul>\n<p>The protection applies even if reporting the issue is part of your job, and even if your employer only believes you reported or might report. You do not need to prove that a law was actually broken. It is enough that you reasonably believed it was.<\/p><\/div>\n<div class=\"rlfp-sec\"><h2><span class=\"ez-toc-section\" id=\"Does_reporting_internally_to_my_boss_or_HR_count\"><\/span>Does reporting internally to my boss or HR count?<span class=\"ez-toc-section-end\"><\/span><\/h2><p>Yes. A report to a supervisor, a compliance department, or another person with authority to investigate or correct the problem is protected under section 1102.5. Many whistleblower cases begin with an internal complaint, not a report to the government.<\/p><\/div>\n<div class=\"rlfp-sec\"><h2><span class=\"ez-toc-section\" id=\"Am_I_protected_if_I_refuse_to_do_something_illegal\"><\/span>Am I protected if I refuse to do something illegal?<span class=\"ez-toc-section-end\"><\/span><\/h2><p>Yes. Section 1102.5 also prohibits retaliation against an employee who refuses to participate in an activity that would violate a state or federal law or regulation. Common examples include refusing to falsify records, to misbill insurers or government programs, to ignore safety rules, or to mislead customers or regulators.<\/p><\/div>\n<div class=\"rlfp-sec\"><h2><span class=\"ez-toc-section\" id=\"What_kinds_of_reports_are_protected\"><\/span>What kinds of reports are protected?<span class=\"ez-toc-section-end\"><\/span><\/h2><p>Whistleblower cases often involve reports of:<\/p>\n<ul class=\"rlfp-list\">\n<li>Fraud, including billing, accounting, securities or tax fraud<\/li>\n<li>Health and safety violations (Labor Code section 6310)<\/li>\n<li>Wage and hour violations, such as unpaid overtime or missed meal and rest breaks<\/li>\n<li>Environmental violations, such as illegal dumping<\/li>\n<li>Discrimination or harassment. See our page on <a href=\"\/los-angeles-retaliation-attorney\/\">retaliation<\/a>.<\/li>\n<li>Patient care and safety concerns at hospitals and other health facilities (Health and Safety Code section 1278.5)<\/li>\n<li>Misuse of public funds by a government employer<\/li>\n<\/ul><\/div>\n<div class=\"rlfp-sec\"><h2><span class=\"ez-toc-section\" id=\"How_do_you_prove_whistleblower_retaliation\"><\/span>How do you prove whistleblower retaliation?<span class=\"ez-toc-section-end\"><\/span><\/h2><p>The evidence usually comes from timing, changes in how you were treated after your report, inconsistent explanations for the employer&#8217;s decision, and documents such as emails and performance reviews. California law makes these cases easier to prove in two ways:<\/p>\n<div class=\"rlfp-grid rlfp-two\"><div class=\"rlfp-card\"><svg class=\"rlfp-icon\" aria-hidden=\"true\" viewBox=\"0 0 64 64\"><path class=\"d\" pathLength=\"1\" d=\"M32 6 L54 14 V30 C54 44 44 54 32 58 C20 54 10 44 10 30 V14 Z\" stroke=\"#141A23\" stroke-width=\"2.5\"><\/path><path class=\"d\" pathLength=\"1\" d=\"M22 32 l7 7 l13 -15\" stroke=\"#D82C18\" stroke-width=\"3\"><\/path><\/svg><p class=\"rlfp-ct\">A lower burden of proof.<\/p><p>Under Labor Code section 1102.6, you need to show only that your report was a contributing factor in the employer&#8217;s decision. The employer must then prove by clear and convincing evidence that it would have made the same decision for legitimate, independent reasons.<\/p><\/div><div class=\"rlfp-card\"><svg class=\"rlfp-icon\" aria-hidden=\"true\" viewBox=\"0 0 64 64\"><path class=\"d\" pathLength=\"1\" d=\"M32 8 V56 M18 56 H46 M12 18 H52\" stroke=\"#141A23\" stroke-width=\"2.5\"><\/path><path class=\"d\" pathLength=\"1\" d=\"M12 18 L4 36 H20 Z M52 18 L44 36 H60 Z\" stroke=\"#D82C18\" stroke-width=\"2.5\"><\/path><\/svg><p class=\"rlfp-ct\">The 90-day presumption.<\/p><p>Since January 1, 2024, if an employer takes adverse action within 90 days after a report protected by section 1102.5, the law presumes the action was retaliatory.<\/p><\/div><\/div><\/div>\n<div class=\"rlfp-cta\"><p>Recognize your situation? Tell us what happened.<\/p><a class=\"rlfp-btn rlfp-btn-navy\" href=\"\/contact\/\">Request a free consultation<\/a><\/div>\n<div class=\"rlfp-sec\"><h2><span class=\"ez-toc-section\" id=\"What_other_whistleblower_laws_may_apply\"><\/span>What other whistleblower laws may apply?<span class=\"ez-toc-section-end\"><\/span><\/h2><p>Depending on your employer and what you reported, other laws may protect you or give you additional remedies:<\/p>\n<div class=\"rlfp-grid rlfp-two\"><div class=\"rlfp-card\"><svg class=\"rlfp-icon\" aria-hidden=\"true\" viewBox=\"0 0 64 64\"><path class=\"d\" pathLength=\"1\" d=\"M16 12 H48 V56 H16 Z M26 8 H38 V16 H26 Z\" stroke=\"#141A23\" stroke-width=\"2.5\"><\/path><path class=\"d\" pathLength=\"1\" d=\"M24 30 H40 M24 39 H40 M24 48 H33\" stroke=\"#D82C18\" stroke-width=\"3\"><\/path><\/svg><p class=\"rlfp-ct\">Public companies.<\/p><p>The Sarbanes-Oxley Act protects employees who report securities or shareholder fraud. The Dodd-Frank Act protects employees who report to the SEC and may provide an award of 10 to 30 percent of sanctions over $1 million.<\/p><\/div><div class=\"rlfp-card\"><svg class=\"rlfp-icon\" aria-hidden=\"true\" viewBox=\"0 0 64 64\"><path class=\"d\" pathLength=\"1\" d=\"M10 16 H54 V54 H10 Z M10 26 H54 M22 10 V20 M42 10 V20\" stroke=\"#141A23\" stroke-width=\"2.5\"><\/path><path class=\"d\" pathLength=\"1\" d=\"M20 36 H28 M36 36 H44 M20 45 H28\" stroke=\"#D82C18\" stroke-width=\"3\"><\/path><\/svg><p class=\"rlfp-ct\">Fraud on the government.<\/p><p>The federal and California False Claims Acts prohibit retaliation against employees, contractors and agents who act to stop fraud against the government, and we represent employees in those retaliation claims. A whistleblower may also be able to bring a separate qui tam case on the government&#8217;s behalf and receive a share of what the government recovers. We refer qui tam cases to firms that focus on them, and we can coordinate with that counsel on your retaliation claim.<\/p><\/div><div class=\"rlfp-card\"><svg class=\"rlfp-icon\" aria-hidden=\"true\" viewBox=\"0 0 64 64\"><path class=\"d\" pathLength=\"1\" d=\"M8 24 L32 10 L56 24 Z M14 28 V50 M26 28 V50 M38 28 V50 M50 28 V50\" stroke=\"#141A23\" stroke-width=\"2.5\"><\/path><path class=\"d\" pathLength=\"1\" d=\"M6 54 H58\" stroke=\"#D82C18\" stroke-width=\"3\"><\/path><\/svg><p class=\"rlfp-ct\">Health care workers.<\/p><p>Health and Safety Code section 1278.5 protects staff who complain about patient care and safety. Read more on our <a href=\"\/healthcare-industry-employment-lawyer\/\">healthcare industry employment lawyer page<\/a>.<\/p><\/div><div class=\"rlfp-card\"><svg class=\"rlfp-icon\" aria-hidden=\"true\" viewBox=\"0 0 64 64\"><path class=\"d\" pathLength=\"1\" d=\"M32 8 a24 24 0 1 0 0.01 0 Z\" stroke=\"#141A23\" stroke-width=\"2.5\"><\/path><path class=\"d\" pathLength=\"1\" d=\"M32 18 V32 L42 38\" stroke=\"#D82C18\" stroke-width=\"3\"><\/path><\/svg><p class=\"rlfp-ct\">Public employees.<\/p><p>State and local government employees have additional protections under the California Whistleblower Protection Act and related statutes.<\/p><\/div><\/div><\/div>\n<div class=\"rlfp-sec\"><h2><span class=\"ez-toc-section\" id=\"What_should_I_do_if_I_am_retaliated_against_for_reporting\"><\/span>What should I do if I am retaliated against for reporting?<span class=\"ez-toc-section-end\"><\/span><\/h2><ol class=\"rlfp-ol\">\n<li>Keep track of what you reported, when, to whom, and each action taken against you afterward.<\/li>\n<li>Keep copies of documents you are lawfully entitled to have, such as your own complaint emails, performance reviews and pay records. Do not take confidential company materials or patient information.<\/li>\n<li>Request your personnel file and payroll records (Labor Code sections 1198.5 and 226).<\/li>\n<li>If you believe you were fired or punished for an illegal reason, do not sign a severance agreement or release before speaking with an employment lawyer.<\/li>\n<li>Speak with an employment lawyer promptly. Some deadlines are as short as 180 days.<\/li>\n<\/ol><\/div>\n<div class=\"rlfp-sec\"><h2><span class=\"ez-toc-section\" id=\"How_long_do_I_have_to_file_a_whistleblower_claim\"><\/span>How long do I have to file a whistleblower claim?<span class=\"ez-toc-section-end\"><\/span><\/h2><div class=\"rlfp-table\"><table>\n<thead><tr><th>Claim<\/th><th>Deadline<\/th><\/tr><\/thead>\n<tbody>\n<tr><td>Whistleblower retaliation under Labor Code section 1102.5<\/td><td>3 years to file a lawsuit<\/td><\/tr>\n<tr><td>Complaint to the Labor Commissioner for retaliation under the Labor Code<\/td><td>1 year<\/td><\/tr>\n<tr><td>Wrongful termination in violation of public policy<\/td><td>2 years<\/td><\/tr>\n<tr><td>Sarbanes-Oxley retaliation<\/td><td>180 days to file a complaint with OSHA<\/td><\/tr>\n<tr><td>False Claims Act retaliation<\/td><td>3 years<\/td><\/tr>\n<tr><td>Claims against a public employer<\/td><td>A government claim generally must be presented within 6 months<\/td><\/tr>\n<\/tbody>\n<\/table><\/div>\n<p>These are general rules, and the facts of your case can change them. Contact us as early as possible so that no deadline is missed.<\/p><\/div>\n<div class=\"rlfp-sec\"><h2><span class=\"ez-toc-section\" id=\"What_compensation_can_a_whistleblower_recover\"><\/span>What compensation can a whistleblower recover?<span class=\"ez-toc-section-end\"><\/span><\/h2><p>Depending on the claim, a whistleblower who was retaliated against may recover:<\/p>\n<ul class=\"rlfp-list\">\n<li>Lost wages and benefits (back pay), doubled in some False Claims Act cases<\/li>\n<li>Future lost earnings (front pay)<\/li>\n<li>Damages for emotional distress<\/li>\n<li>Punitive damages when the employer acted with malice, oppression or fraud<\/li>\n<li>A civil penalty of up to $10,000 per violation under Labor Code section 1102.5<\/li>\n<li>Attorney&#8217;s fees and costs<\/li>\n<li>In some cases, reinstatement<\/li>\n<\/ul><\/div>\n<div class=\"rlfp-sec\"><h2><span class=\"ez-toc-section\" id=\"How_much_does_it_cost_to_hire_Rise_Law_Firm\"><\/span>How much does it cost to hire Rise Law Firm?<span class=\"ez-toc-section-end\"><\/span><\/h2><p>Nothing up front. We handle whistleblower retaliation cases on a contingency basis, which means there are no fees or costs unless we recover compensation for you. You can <a href=\"\/contact\/\">contact us<\/a> to request a free, confidential consultation.<\/p><\/div>\n<div class=\"rlfp-sec\"><h2><span class=\"ez-toc-section\" id=\"Why_whistleblowers_choose_Rise_Law_Firm\"><\/span>Why whistleblowers choose Rise Law Firm<span class=\"ez-toc-section-end\"><\/span><\/h2><div class=\"rlfp-grid rlfp-two\"><div class=\"rlfp-card\"><svg class=\"rlfp-icon\" aria-hidden=\"true\" viewBox=\"0 0 64 64\"><path class=\"d\" pathLength=\"1\" d=\"M32 6 L54 14 V30 C54 44 44 54 32 58 C20 54 10 44 10 30 V14 Z\" stroke=\"#141A23\" stroke-width=\"2.5\"><\/path><path class=\"d\" pathLength=\"1\" d=\"M22 32 l7 7 l13 -15\" stroke=\"#D82C18\" stroke-width=\"3\"><\/path><\/svg><p class=\"rlfp-ct\">We represent employees only.<\/p><p>We never represent employers. We have represented employees at all levels, from chief executives to minimum-wage workers.<\/p><\/div><div class=\"rlfp-card\"><svg class=\"rlfp-icon\" aria-hidden=\"true\" viewBox=\"0 0 64 64\"><path class=\"d\" pathLength=\"1\" d=\"M32 8 V56 M18 56 H46 M12 18 H52\" stroke=\"#141A23\" stroke-width=\"2.5\"><\/path><path class=\"d\" pathLength=\"1\" d=\"M12 18 L4 36 H20 Z M52 18 L44 36 H60 Z\" stroke=\"#D82C18\" stroke-width=\"2.5\"><\/path><\/svg><p class=\"rlfp-ct\">Harvard educated lawyers trained at national law firms.<\/p><p>Managing Partner <a href=\"\/eliot-j-rushovich\/\">Eliot J. Rushovich<\/a>, a graduate of Harvard College and Harvard Law School, began his career at O&#8217;Melveny &amp; Myers LLP. Partner <a href=\"\/lisa-watanabe-peagler\/\">Lisa M. Watanabe-Peagler<\/a> practiced in the Labor and Employment group at Epstein Becker &amp; Green, P.C., where she represented employers, which gives our clients direct insight into how companies defend these cases.<\/p><\/div><div class=\"rlfp-card\"><svg class=\"rlfp-icon\" aria-hidden=\"true\" viewBox=\"0 0 64 64\"><path class=\"d\" pathLength=\"1\" d=\"M16 12 H48 V56 H16 Z M26 8 H38 V16 H26 Z\" stroke=\"#141A23\" stroke-width=\"2.5\"><\/path><path class=\"d\" pathLength=\"1\" d=\"M24 30 H40 M24 39 H40 M24 48 H33\" stroke=\"#D82C18\" stroke-width=\"3\"><\/path><\/svg><p class=\"rlfp-ct\">Recognized by our peers.<\/p><p>Eliot J. Rushovich and Lisa M. Watanabe-Peagler have each been selected to Southern California Super Lawyers for 2022 through 2027. Mr. Rushovich holds an AV Preeminent Peer Review Rating from Martindale-Hubbell.<\/p><\/div><div class=\"rlfp-card\"><svg class=\"rlfp-icon\" aria-hidden=\"true\" viewBox=\"0 0 64 64\"><path class=\"d\" pathLength=\"1\" d=\"M10 16 H54 V54 H10 Z M10 26 H54 M22 10 V20 M42 10 V20\" stroke=\"#141A23\" stroke-width=\"2.5\"><\/path><path class=\"d\" pathLength=\"1\" d=\"M20 36 H28 M36 36 H44 M20 45 H28\" stroke=\"#D82C18\" stroke-width=\"3\"><\/path><\/svg><p class=\"rlfp-ct\">A record of results.<\/p><p>We are particularly well known for handling high-profile cases and have secured millions of dollars for clients, including recoveries against major companies, government entities, and celebrities. See our <a href=\"\/results\/\">case results<\/a>. Past results do not guarantee a similar outcome in any future case.<\/p><\/div><\/div>\n<p>If you live or work in Long Beach, see our <a href=\"\/long-beach-whistleblower-attorney\/\">Long Beach whistleblower retaliation page<\/a>. For an overview of the cases we handle, see our <a href=\"\/los-angeles-employment-lawyer\/\">Los Angeles employment lawyer page<\/a>.<\/p><\/div>\n<div class=\"rlfp-band rlfp-light\"><h2><span class=\"ez-toc-section\" id=\"Contact_our_Los_Angeles_whistleblower_lawyers\"><\/span>Contact our Los Angeles whistleblower lawyers<span class=\"ez-toc-section-end\"><\/span><\/h2><p>Call <a href=\"tel:+13107286588\">(310) 728-6588<\/a> or <a href=\"\/contact\/\">contact us online<\/a> to request a free, confidential consultation. Our office is at 8383 Wilshire Boulevard, Suite 800, Beverly Hills, CA 90211. Consultations are by appointment, and we represent employees throughout Los Angeles County and Southern California.<\/p><\/div>\n<\/div>\n<script type=\"application\/ld+json\">\n{\n \"@context\": \"https:\/\/schema.org\",\n \"@type\": \"FAQPage\",\n \"mainEntity\": [\n  {\n   \"@type\": \"Question\",\n   \"name\": \"Am I protected if I report illegal conduct at work in California?\",\n   \"acceptedAnswer\": {\n    \"@type\": \"Answer\",\n    \"text\": \"Yes. California's whistleblower law, Labor Code section 1102.5, prohibits an employer from firing, demoting or otherwise retaliating against an employee who reports what the employee reasonably believes is a violation of law, whether the report is made to a government agency or internally to a supervisor. It also protects employees who refuse to take part in illegal activity. Rise Law Firm represents employees only, never employers, and handles whistleblower retaliation cases on a contingency basis, so you pay no fees or costs unless we recover compensation for you. If you were punished for reporting misconduct, call (310) 728-6588 or contact us to request a free, confidential consultation.\"\n   }\n  },\n  {\n   \"@type\": \"Question\",\n   \"name\": \"Who is protected under California whistleblower law?\",\n   \"acceptedAnswer\": {\n    \"@type\": \"Answer\",\n    \"text\": \"Labor Code section 1102.5 protects an employee who discloses information about a violation of a local, state or federal law, rule or regulation to: A government or law enforcement agency A public body conducting an investigation, hearing or inquiry A supervisor or another person with authority over the employee Another employee with authority to investigate, discover or correct the violation The protection applies even if reporting the issue is part of your job, and even if your employer only believes you reported or might report. You do not need to prove that a law was actually broken. 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Common examples include refusing to falsify records, to misbill insurers or government programs, to ignore safety rules, or to mislead customers or regulators.\"\n   }\n  },\n  {\n   \"@type\": \"Question\",\n   \"name\": \"What kinds of reports are protected?\",\n   \"acceptedAnswer\": {\n    \"@type\": \"Answer\",\n    \"text\": \"Whistleblower cases often involve reports of: Fraud, including billing, accounting, securities or tax fraud Health and safety violations (Labor Code section 6310) Wage and hour violations, such as unpaid overtime or missed meal and rest breaks Environmental violations, such as illegal dumping Discrimination or harassment. See our page on retaliation. Patient care and safety concerns at hospitals and other health facilities (Health and Safety Code section 1278.5) Misuse of public funds by a government employer\"\n   }\n  },\n  {\n   \"@type\": \"Question\",\n   \"name\": \"How do you prove whistleblower retaliation?\",\n   \"acceptedAnswer\": {\n    \"@type\": \"Answer\",\n    \"text\": \"The evidence usually comes from timing, changes in how you were treated after your report, inconsistent explanations for the employer's decision, and documents such as emails and performance reviews. California law makes these cases easier to prove in two ways: A lower burden of proof. Under Labor Code section 1102.6, you need to show only that your report was a contributing factor in the employer's decision. The employer must then prove by clear and convincing evidence that it would have made the same decision for legitimate, independent reasons. The 90-day presumption. Since January 1, 2024, if an employer takes adverse action within 90 days after a report protected by section 1102.5, the law presumes the action was retaliatory.\"\n   }\n  },\n  {\n   \"@type\": \"Question\",\n   \"name\": \"What other whistleblower laws may apply?\",\n   \"acceptedAnswer\": {\n    \"@type\": \"Answer\",\n    \"text\": \"Depending on your employer and what you reported, other laws may protect you or give you additional remedies: Public companies. The Sarbanes-Oxley Act protects employees who report securities or shareholder fraud. The Dodd-Frank Act protects employees who report to the SEC and may provide an award of 10 to 30 percent of sanctions over $1 million. Fraud on the government. The federal and California False Claims Acts prohibit retaliation against employees, contractors and agents who act to stop fraud against the government, and we represent employees in those retaliation claims. A whistleblower may also be able to bring a separate qui tam case on the government's behalf and receive a share of what the government recovers. We refer qui tam cases to firms that focus on them, and we can coordinate with that counsel on your retaliation claim. Health care workers. Health and Safety Code section 1278.5 protects staff who complain about patient care and safety. Public employees. State and local government employees have additional protections under the California Whistleblower Protection Act and related statutes.\"\n   }\n  },\n  {\n   \"@type\": \"Question\",\n   \"name\": \"What should I do if I am retaliated against for reporting?\",\n   \"acceptedAnswer\": {\n    \"@type\": \"Answer\",\n    \"text\": \"Keep track of what you reported, when, to whom, and each action taken against you afterward. Keep copies of documents you are lawfully entitled to have, such as your own complaint emails, performance reviews and pay records. Do not take confidential company materials or patient information. Request your personnel file and payroll records (Labor Code sections 1198.5 and 226). If you believe you were fired or punished for an illegal reason, do not sign a severance agreement or release before speaking with an employment lawyer. Speak with an employment lawyer promptly. Some deadlines are as short as 180 days.\"\n   }\n  },\n  {\n   \"@type\": \"Question\",\n   \"name\": \"How long do I have to file a whistleblower claim?\",\n   \"acceptedAnswer\": {\n    \"@type\": \"Answer\",\n    \"text\": \"Whistleblower retaliation under Labor Code section 1102.5: 3 years to file a lawsuit. Complaint to the Labor Commissioner for retaliation under the Labor Code: 1 year. Wrongful termination in violation of public policy: 2 years. Sarbanes-Oxley retaliation: 180 days to file a complaint with OSHA. False Claims Act retaliation: 3 years. Claims against a public employer: A government claim generally must be presented within 6 months. These are general rules, and the facts of your case can change them. Contact us as early as possible so that no deadline is missed.\"\n   }\n  },\n  {\n   \"@type\": \"Question\",\n   \"name\": \"What compensation can a whistleblower recover?\",\n   \"acceptedAnswer\": {\n    \"@type\": \"Answer\",\n    \"text\": \"Depending on the claim, a whistleblower who was retaliated against may recover: Lost wages and benefits (back pay), doubled in some False Claims Act cases Future lost earnings (front pay) Damages for emotional distress Punitive damages when the employer acted with malice, oppression or fraud A civil penalty of up to $10,000 per violation under Labor Code section 1102.5 Attorney's fees and costs In some cases, reinstatement\"\n   }\n  },\n  {\n   \"@type\": \"Question\",\n   \"name\": \"How much does it cost to hire Rise Law Firm?\",\n   \"acceptedAnswer\": {\n    \"@type\": \"Answer\",\n    \"text\": \"Nothing up front. We handle whistleblower retaliation cases on a contingency basis, which means there are no fees or costs unless we recover compensation for you. You can contact us to request a free, confidential consultation.\"\n   }\n  }\n ]\n}\n<\/script>\n","protected":false},"excerpt":{"rendered":"<p>Reviewed by Eliot J. Rushovich, Managing Partner, Rise Law Firm, PC. Last updated October 2026. Am I protected if I report illegal conduct at work in California? Yes. California&#8217;s whistleblower law, Labor Code section 1102.5, prohibits an employer from firing, demoting or otherwise retaliating against an employee who reports what the employee reasonably believes is&#8230; <a href=\"https:\/\/www.riselawfirm.com\/es\/los-angeles-whistleblowing-attorney\/\">read more<\/a><\/p>","protected":false},"author":2,"featured_media":0,"parent":0,"menu_order":0,"comment_status":"closed","ping_status":"closed","template":"","meta":{"_acf_changed":false,"inline_featured_image":false,"footnotes":""},"class_list":["post-2181","page","type-page","status-publish","hentry"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v28.8 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Los Angeles Whistleblower Retaliation Lawyer | Rise Law Firm<\/title>\n<meta name=\"description\" content=\"Fired or punished for reporting illegal conduct in Los Angeles? 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