Employment Law Questions? Ask an Employment Lawyer.
Welcome to Just Answer (“JA”)! My name is Maverick.
Note: (1) If you want legal advice, consult with a local attorney before acting or deciding not to act; information given here is for educational purposes only; (2) Most questions are answered within the hour; however, if I am not signed on, please allow up to 24 hours; and (3) Please assign a feedback rating so JA will compensate me. By continuing, you confirm that you understand and agree to these terms and to JA’s other site disclaimers.
The law that applies to your situation is California Labor Code section 1102.5 subsections (a) through (i). See this link. It appear to me that you have a claim against the employer for what is known as retaliatory discharge.
I AM IN THE PROCESS OF ANSWERING YOUR QUESTION...PLEASE BE PATIENT...
Also, if you had a wage contract that he did not honor, then you may also be able to sue him for breach of contract. The key here is finding you the RIGHT attorney to take your case. Most employment law attorneys that represent employees take such cases on a 33% to 45% contingency fee basis if they feel you have a winning case. If you are going to hire one on an hourly basis, then I would limit that to about 10 hours of work to have the lawyer send a demand letter and then try to negotiate a severance for you. They usually charge $200 to $300 per hour and you should not have a problem find one that will do that.
More to come...
See this law which it appears to me that your boss violated by firing you:
(b) An employer, or any person acting on behalf of the employer, shall not retaliate against an employee for disclosing information, or because the employer believes that the employee disclosed or may disclose information, to a government or law enforcement agency, to a person with authority over the employee or another employee who has the authority to investigate, discover, or correct the violation or noncompliance, or for providing information to, or testifying before, any public body conducting an investigation, hearing, or inquiry, if the employee has reasonable cause to believe that the information discloses a violation of state or federal statute, or a violation of or noncompliance with a local, state, or federal rule or regulation, regardless of whether disclosing the information is part of the employee's job duties.
This link may help you find the right lawyer.