You may have a case if…
- We consult with you and review your situation at no cost
- Legal counsel for your personal injury, employment and labor cases
- Intentionally remains small because our clients prefer it that way
- Representing the rights of individuals who have been injured or victimized since 1996
- Recovering tens of millions of dollars for our clients over the past 16+ years
Employment and Labor Malpractice
Hiring the right attorney or law firm to represent you and your business is among the single most important decisions you can make to protect your rights and assets. Several sets of state and federal statutes govern the employer-employee relationship. Title VII of the Civil Rights Act of 1964, the Americans with Disabilities Act, and the Age Discrimination in Employment Act, as well as similar state laws protect employees from discrimination based on age, disability, sex, race, color, religion, sex, or national origin. The federal Family and Medical Leave Act, and its California counterpart the California Family Rights Act, allows employees to take up to 12 weeks of unpaid leave for certain family and medical reasons, without having to worry about losing their jobs.
Failure to Pay Minimum Wages
The Federal Fair Labor Standards Act (FLSA) maintains that most employers should:
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.
Title VII of the Civil Rights Act of 1964 and similar state statutes consider sexual harassment as any unwelcome sexual advance or conduct at work.
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.
Wrongful termination is just that – the act of wrongfully firing an employee. Numerous federal and state laws exist to protect employees against wrongful termination.
Generally, these laws forbid termination or discrimination based on:
An employer is breaking the law if he or she takes into account those characteristics when considering:
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.
Unpaid Overtime Wages, Expenses, and Meal & Rest Break Claims
The FLSA considers 40 hours to be a standard work week. Unless exempt, an employee should receive overtime pay if he or she has worked more than 40 hours in a week.
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.
Meet The Team:
Hiring the right attorney or law firm to represent you and your business is among the single most important decisions you can make to protect your rights and assets.Learn More
There are hundreds of laws that pertain to your rights as a victim or defendant in a vehicle accident. Do you know them? We do.Learn More