Employment Law

Yes, California is an at-will employment state. But aggrieved workers still have legal options.

In 2020, the Supreme Court significantly expanded the Civil Rights Act.

Employment Law
The ripple effects of this decision will be felt for decades to come, and most of these ripples benefit people like you.
California employers can hire or fire workers for good reason, bad reason, or no reason at all, but they cannot do so for an illegal reason. The list of illegal reasons is longer today than at any other time in history. Most California workers fall into at least one protected class, and most jobs entail at least one protected activity.
If you complained to state or federal regulators, do not be surprised if they do nothing. Their refusal to act is your ticket to call me. I take on cases like:
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We guarantee that an employer has a posse of lawyers looking out for its interests. You need aggressive representation to level the playing field.

FREQUENTLY ASKED QUESTIONS

Your Questions About Employment Law

The most common protected classes are gender, ethnicity, and workers over 40. Physical, emotional, or another disability, religion, and national origin are not far behind. Many of these discrimination claims have complex rules. Courts often change these rules suddenly and without notice.

DIscussing things like wages and work conditions is usually a protected activity. So are most forms of whistleblowing. That includes things like filing a sexual harassment complaint, even if that complaint is meritless. On a related note, employers cannot force their workers to commit illegal acts, like computer piracy.

Compensation in an employment law action usually includes money for economic losses. Compensation for noneconomic losses, like pain and suffering, might be available, as well. Perhaps most importantly, most of these actions include consent decrees. These orders force companies to change the way they do business.

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