Employment law
What you were owed, and what you were told.
California gives employees more protection than almost any other state. A great deal of what workers accept as normal is, on inspection, a violation with a dollar figure attached.
Most employment cases start with a person who assumes their situation is just how the job works. Off-the-clock work before a shift. A break that gets interrupted every time. A final paycheck that arrives whenever payroll gets to it. Each of those has a remedy.
Wage and hour
Unpaid overtime, off-the-clock work, missed or interrupted meal and rest breaks, unreimbursed business expenses including personal phone and vehicle use, minimum wage shortfalls, and misclassification as an independent contractor or as exempt from overtime.
Final pay
California requires prompt payment of final wages when employment ends. Late final pay can trigger waiting-time penalties measured in days of wages, which can substantially exceed the amount originally withheld.
Retaliation and wrongful termination
It is separately unlawful to punish an employee for complaining about wages or unsafe conditions, for requesting an accommodation, for taking protected leave, or for reporting conduct they reasonably believe is illegal. The retaliation claim often turns out to be stronger than the underlying one.
- Free and confidential consultation
- Retaliation for complaining is separately unlawful
- Waiting-time penalties for late final pay
- Deadlines vary; some are short
- Keep your pay stubs and schedules
Common questions
Los Angeles Employment Lawyer questions.
I'm still employed there. Can I do anything?
Yes, and retaliating against you for asserting these rights is itself unlawful. The consultation is confidential, and talking to a lawyer does not obligate you to file anything or to tell your employer.
I signed something when I was hired. Does that end it?
Not necessarily. Arbitration agreements are common and many are enforceable, but they change the forum, not whether you have a claim. Bring the document to the consultation.
They called me an independent contractor.
The label your employer used does not control. California applies a specific legal test to the actual working relationship. Misclassification is one of the more common violations we see.
How long do I have?
It depends on the claim. Some administrative deadlines are considerably shorter than the underlying statute of limitations, which is why it is worth asking early rather than assuming you have years.
What should I bring?
Pay stubs, schedules, your offer letter or handbook, any written warnings, and any texts or emails about hours, breaks, or the reason you were let go.
Not sure if you have a claim?
That is exactly what a free consultation is for. Call (310) 598-9614 or send a short message.
Tell me what happened