SARBANES OXLEY RETALIATION LAWYERS - LOS ANGELES CALIFORNIA

Blady Weinreb Law Group LLP’s Los Angeles attorneys represent employees in claims for wrongful termination in violation of Sarbanes Oxleyagainst their employers. If you believe you have been subjected to wrongful termination by your employer, please contact one of our Los Angeles lawyers at 323-933-1352.

Federal Law Prohibits Retaliation for Protected Activity Under Sarbanes Oxley 

In order to pursue a claim for retaliation under Sarbanes Oxley's statutory scheme:

• Your Claim Must be Against a Covered Company:  A company is covered by section 806 of the Sarbanes-Oxley Act of 2002 (the Act) if it has a class of securities registered under Section 12 of the Securities Exchange Act, or is required to file reports under Section 15(d) of that Act. Its contractors, subcontractors, or agents may also be covered. 
• You Must Have Engaged in Protected Activity:  If an employer is covered under the Act, it may not discharge or in any manner retaliate against an employee because he or she:
  • provided information to, caused information to be provided, or assisted in an investigation by 1)  a federal regulatory or law enforcement agency, 2) a member or committee of Congress,  3) a person with supervisory authority over the employee, or 4) an internal investigation by the company relating to:
    • an alleged violation of mail fraud, wire fraud, bank  fraud,  securities fraud, or violating SEC rules or regulations or federal laws relating to fraud against shareholders. 
    • In addition, an employer may not discharge or in any manner retaliate against an employee because he or she filed, caused to be filed, participated in or assisted in a proceeding under one of these laws or regulations. 
• You Must Have Suffered An Unfavorable Employment Action:  An employer may be found to have violated the Act if an employee’s protected activity was a contributing factor in the employer’s decision to take unfavorable employment action against the employee. Such actions may include: 
  
                 • Discharge or layoff
                 • Blacklisting
                 • Demoting
                 • Denial of overtime or promotion
                 • Disciplining
                 • Denial of benefits
                 • Failure to hire or rehire
                 • Intimidation
                 • Reassignment affecting prospects for promotion
                 • Reduction in pay or hours 
                 • Termination         
• You Must Meet the Deadline for Filing Complaints:  Complaints must be filed within 90 days after an alleged violation of the Act occurs (that is, when the complainant becomes aware of the retaliatory action). An employee, or representative of an employee, who believes that he or she has been retaliated against in violation of the Act may file a complaint with OSHA.