In Barbosa v. IMPCO Technologies, plaintiff, a lead carburetor assembler, complained to payroll that he and others in his work unit were underpaid their overtime pay and asserted that perhaps the time clock was wrong. The company paid the additional overtime wages in response to the complaint. However, a further investigation revealed that plaintiff and his co-workers could not have worked the claimed overtime. Acknowledging his mistake, plaintiff said he was confused and offered to pay the money back. Instead, the employer discharged plaintiff for falsifying company records. Plaintiff sued under California law for wrongful termination in violation of public policy (a socalled Tameny claim). Reversing a nonsuit in the employer’s favor, the court held that an employee’s good faith, albeit mistaken complaint about unpaid overtime is protected activity as to support a Tameny claim. The court remanded for a jury to decide whether plaintiff acted in good faith, or attempted to cheat the employer. Although it remains lawful for an employer to discharge an employee for falsifying company records, employers must act with caution when disciplining an employee who has complained about unpaid wages.