Among other laws, California Labor Code § 1102.5 provides: “An employer may not retaliate against an employee for disclosing information to a government or law enforcement agency, where the employee has reasonable cause to believe that the information discloses a violation of state or federal statute, or a violation or noncompliance with a state or federal rule or regulation.” see Green v. Ralee Eng. Co. (1998) 19 C4th 66, 77, 78 CR2d 16, 22 (statute reflects “broad public policy interest in encouraging workplace whistleblowers to report unlawful acts without fearing retaliation”)
To establish a prima facie case of retaliation “a plaintiff must show (1) she engaged in a protected activity, (2) her employer subjected her to an adverse employment action, and (3) there is a causal link between the two.” Mokler v. County of Orange (2007) 157 CA4th 121, 138, 68 CR3d 568, 580 (internal quotes omitted).
Based on the above, were your son to contact law enforcement, e.g. Federal Reserve Board, Comptroller of the Currency, FDIC, Social Security Administration, IRS, Department of Homeland Security, etc., retaliation by the employer would give your son a cause of action for wrongful termination, including lost wages, emotional damages, and possibly attorney's fees, under the private attorney general doctrine.
Your son can also contact the California Attorney General Whistleblower Hotline.
Hope this helps.
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