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Anti-Retaliation Laws Protecting Nurses and Other Hospital and Healthcare Employees in California

7/11/2013

7 Comments

 
retaliation protection in California hospitals
California law includes a number of provisions that protect employees of hospitals, nursing homes and other healthcare facilities from retaliation and discrimination against them for complaining about patient care and patient safety at their workplace:  

California Health and Safety Code section 1278.5 prohibits any healthcare facility from discriminating or retaliating against any employee for complianing about or initiating an investigation relating to the care, services or conditions of that facility.  

California Business and Professions Code section 510 prohibits any organization from terminating or otherwise penalizing a healthcare practitioner for protesting  a decision, policy or practice that impairs the practitioner's ability to provide appropriate healthcare to his or her patients. 

California Labor Code section 232.5 prohibits employers from retaliating or otherwise disciplining or terminating an employee for disclosing information about an employee's working conditions.  

California Labor Code section 6310 prohibits employers from discriminating against or terminating an employee 
for complaining to his employer, representative of government agency about health and safety violations.   

The above laws are particularly applicable to those employees who are retaliated for witnessing and reporting safety and health violations as well as patient abuse by doctors or nurses.    

For more information about retaliation, please visit our California Retaliation Law Blog.

7 Comments
Sangeeta Agarawal,RN
7/8/2022 03:50:58 pm

Wrongful termination - please call and leave voicemail or text

Reply
home care assistance sacramento link
7/18/2022 12:00:38 pm

Hello! Your blog is very informative. Keep posting would love to read more.

Reply
Robert Richmond link
8/16/2022 01:52:58 pm

A healthcare practitioner for protesting a decision, policy or practice that impairs the practitioner's ability to provide appropriate healthcare to his or her patients. Thank you for sharing your great post!

Reply
Orange county divorce lawyers link
9/6/2022 12:55:53 pm

Otherwise disciplining or terminating an employee for disclosing information about an employee's working conditions. Thank you, amazing post!

Reply
Orange County divorce attorney link
9/6/2022 01:18:54 pm

Terminating an employee for complaining to his employer, representative of government agency about health and safety violations. Thank you for making this such an awesome post!

Reply
Richmond Personal Injury Attorney link
4/4/2023 07:02:46 am

It's important to know that California has several anti-retaliation laws in place that protect healthcare employees who report concerns about patient care, safety, and working conditions. These laws provide legal protection to employees who witness and report any safety violations or patient abuse by their colleagues or superiors. These measures are vital to maintain a safe and secure working environment in healthcare facilities, and to ensure that employees are not punished for speaking up about issues that could impact patient care.

Reply
Alexandria Personals link
5/22/2024 01:23:04 am

Thhanks great post

Reply



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We represent employees and employers in employment and wrongful termination cases, as well as victims of serious injuries in San Francisco, Oakland, Sacramento, San Jose, Palo Alto, San Mateo and throughout Northern California. We all represent businesses and start-ups in a wide range of business and employment issues and disputes. 


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  • Home
  • Employment Law
    • Wrongful Termination >
      • At-Will Employment
      • Termination After Unfair Warnings and Write-Ups
      • Union Grievance, Workers Comp and Wrongful Termination
      • Labor Code 970 Claims
      • Promissory Estoppel and Employment Contracts
      • Implied Contract Claims
    • Discrimination >
      • Proving Discrimination
      • Age Discrimination
      • Disability Discrimination >
        • Protected Disabilities
        • Medical Leave / Disability Accommodations
        • Job Reassignment As A Disability Accommodation
        • SSI Disability Benefits and Your Court Case
        • Sample Request for Reasonable Accommodation
      • Pregnancy Discrimination
      • Race Discrimination
      • Sample Discrimination Complaint
      • DFEH and EEOC Investigations
    • Retaliation >
      • How to Prove Retaliation
      • Dealing with Retaliation While Still Employed
      • Retaliation for Complaining
      • Whistleblower Retaliation
    • Harassment
    • Defamation at Workplace
    • Prof. License Defense
    • Leaves of Absence >
      • Medical Leave as Reasonable Accommodation
      • FMLA Entitlement and Reinstatement to Work
      • CFRA Leave
      • Employers' FMLA Notice Obligations
      • Paternity Leave (FMLA)
      • Sample FMLA Leave Request
    • Wages / Overtime Claims >
      • Wage Claims
      • Employee or Contractor
      • Exempt / Non-Exempt >
        • Admistrative Exemption
        • IT Support Specialists Compensation
        • Computer Professional Exemption from Overtime
        • Recruiters / Account Executives Exemption
        • Complaining About Being Misclassified
      • Vacation Pay / PTO
      • On-Call Time Compensation
      • Deductions fr. Commissions
    • Unempl. Benefits Appeals >
      • Tips for EDD Phone Interview
      • Unemployment Benefits Appeal Hearing Representation
      • CUIAB Hearing Tips
    • Employment Law Blog
    • For Employers
  • Personal Injury
    • Five Tips For Injury Cases
    • Slip-and-Fall Injuries
    • Assault and Battery
    • Recorded Statements
    • Repairing Your Vehicle
    • Unpaid Medical Bills
    • Injury Law Blog
    • Medical Malpractice
    • Police Excessive Force
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    • Trial Tips
    • Working Remotely
    • How To Find The Right Lawyer For Your Case