Good afternoon Michal,
I'm Doug, and I'm very sorry to hear of your situation. My goal is to provide you with excellent service today.
Unless you have a written contract of employment with your employer, which guarantees your position with the company for a set period of time and at a given wage, then you are considered an employee-at-will. This means that there is likely little protection afforded you relating to unreasonable supervisors/bosses, problem co-workers and company policies.
In CA, employees are presumed to be "at will." At-will employees may be terminated for any reason—at any time, even a mistaken reason, they can have their hours or pay decreased and they can suffer a cut in their benefits, so long as it's not illegal or unlawfully discriminatory. Generally, employees who work under an employment contract can only be terminated, or have significant changes made in their work conditions, for reasons specified in the contract. .
Unlawful discrimination would include an employer discriminating based upon a person’s Ethnicity, Color, Religion, National Origin, Gender or Disability.
However, in CA there is also law which holds that the employer has a duty of good faith and fair dealing. And under this law in a CA case, the court found that the employee may not be penalized for seeking to enforce a contractual obligation by the employer.
In the matter of Khanna v. Microdata Corp., 170 Cal. App. 3d 250, 215 Cal. Rptr. 860 (1985), the court of appeals ruled that a company violated an implied covenant when it fired a leading salesman who had brought suit against the company for unpaid commissions. The court found that a breach of an implied-in-law covenant is established whenever an employer engages in a bad-faith action outside a contract and attempts to frustrate an employee's enjoyment of her or his contract rights.
As a stock holder, you had the right to demand payments due, and the employer's refusal to make payment allows the aggrieved stockholders the right to seek legal redress. If you are terminated solely because of your decision to enforce some other right you have, then you would appear to have a meritorious claim for wrongful discharge.
I would suggest that you speak with a local employment law attorney about a suit if you are terminated.
You may reply back to me using the Continue the Conversation or Reply to Expert link if you need any clarification of my answer.
Please remember to rate my service to you when our communication is completed, so that I will be compensated for my time in providing you with the information you requested. I will be happy to continue further, and to assist you until I am able to address your concerns, to your satisfaction.
I wish you the best in 2013,