Pay a predetermined minimum wage. As of March, 2013, California’s minimum wage is $8.00 per hour. If the state minimum wage is different than that of the federal, the employer must pay the higher of the two.
Pay certain employees overtime for working longer than a 40-hour week.
Pay the same wages to all employees who have the same job responsibilities, regardless of race, color, nationality, religion, sex, age, or disability. One co-worker can be paid more than another if his or her skills, education, background or other history warrant it. Moreover, if the jobs have different responsibilities, compensation levels can vary.
Contact us as soon as possible. As Los Angeles minimum wage attorneys, we will evaluate your situation to determine if you have a case.

An employer may be liable for the following conduct:
direct sexual conduct – an employer makes sexual advances or statements
“quid pro quo” – job-related benefits are offered in exchange for sexual conduct
direct sexual conduct – “hostile work environment – an employer maintains an overly sexual work environment

Awards and Settlements

We represented a woman whose supervisor took her out to dinner to discuss business issues. He then coerced her into an activity of a sexual nature. Our firm sued and won a very favorable, confidential settlement. We represented a female employee who, because of her attractive looks, was hired to work a job fair to “recruit” male employees for the company. She sued and obtained a very favorable, confidential settlement. Contact us as soon as possible. As Los Angeles sexual harassment attorneys, we will evaluate your situation to determine if you have a case.

Generally, these laws forbid termination or discrimination based on:
Age
Race
Sex
Religion
Nationality
Disability
Pregnancy

An employer is breaking the law if he or she takes into account those characteristics when considering:
Promotions
Job Assignments
Wages

It’s also unlawful for an employee to be fired: for refusing to break a law
in retaliation for filing a discrimination or safety claim
for taking leave under the Family and Medical Leave Act without following its stated procedure or policy
for a reason that was not stated in the employment contract

Awards and Settlements

We represented a client who, after working more than a decade at the same company, was fired because of his age and a physical disability. We obtained a very favorable result for our client. Contact us as soon as possible. As Los Angeles wrongful termination attorneys, we will evaluate your situation to determine if you have a case.

Usually, overtime pay earned during a particular work week must be paid whenever the customary payday would be for that work week. Work generally means: performing activities that are necessary to the job, travel, training seminars during work hours, and on-call or beeper time if employees must limit their activities. Employers are allowed to pay different rates for on-call versus performance time, as long as employees are paid minimum wage. The requirements for overtime pay for most employees are covered by the federal Fair Labor Standards Act. Eligibility depends on:

type of work
the number of people employed by the company
whether the employer conducts business exclusively within state lines or across state lines

Covered employees must be paid one and a half times the regular rate of pay for hours worked over a standard work week of 40 hours.

Awards and Settlements

A client who was a restaurant employee had been classified as managerial (salaried – no overtime pay). He had been performing non-managerial duties (waiter, cashier, janitorial) and had not been reimbursed for using his personal car or cell phone for business use. Moreover, he had not been given meal and rest breaks, as required by law. We obtained for him very favorable compensation. We won an arbitration for a restaurant employee whom management had misclassified as “salaried,” meaning he was not entitled to meal- and rest-breaks, overtime pay, etc. Moreover, management had the employee performing primarily non-exempt (hourly wage/non-salaried) duties. We were able to prove that our client was entitled to several years of monetary reimbursement for unpaid wages. Our client received a very favorable, confidential settlement award of six-figures. Contact us as soon as possible. As Los Angeles unpaid overtime attorneys, we will evaluate your situation to determine if you have a case.