California Employment Law Lawyers

In the real world, most of us have to work and often encounter many issues in the workplace. Whether it be a wage claim, workplace environment or a harassment issue, it is important to have an experienced lawyer advise you through what can otherwise be an intimidating and confusing process. At Access Lawyers Group, our lawyers are experienced in representing both plaintiffs and defendants in several areas of employment law.

Access Lawyers Group provides representation to employers and employees in the following areas of the law.

Wage Claims, including vacation pay, sick pay, meal breaks and lunch breaks
Hiring and Firing of Employees
Wrongful Termination
Employee Leave
Harassment and Retaliation Claims
Employee Benefits and Discipline
Workplace Environment
Non-Compete and Confidentiality Agreements
Severance Agreements
Employee Handbooks and Policies

For discreet, candid advice please contact our office for a free consultation.
Access Lawyers Group offers legal services to employers and employees at a competitive rate and on contingency, depending upon the case.

Pasadena Employment Lawyers

Our knowledgeable employment law attorneys at Access Lawyers Group fight hard to protect employees whose rights have been violated. We can also advise employers on policies, procedures, and compliance with state and federal regulations. Employment law matters we handle include:

Exempt and nonexempt employees
Sexual harassment
Meal and rest breaks
Retaliation
Workplace discrimination
Other types of workplace harassment
Wrongful termination

The areas of employment law that we handle and can advise you on include the following:

Exempt and Non-Exempt Employees

Whether you are an exempt or non-exempt employee depends on the type of work you perform. As a non-exempt employee, you are entitled to overtime pay, rest breaks, minimum wage and meal periods.

Certain conditions determine this classification:

Are you paid at least twice the state minimum wage for your monthly salary for full time work?
Are you able to exercise discretion and independent judgment in more than half your time performing your job?
If a salesperson, are you an outside (exempt) or an inside salesperson?
If you are considered or called a manager or professional, you still have to meet either the pay requirements or be able to exercise discretion and independent judgment to be considered exempt.
Are you an executive directing other people or is your opinion given weight in hiring, promoting or otherwise determining the status of other workers?
Is your title administrative and, if so, are you generally supervised and possess specialized knowledge and training or do you directly assist other administrators or executives?

Meal and Rest Breaks

Does your employer have clear rules or a policy regarding meal and rest breaks? Employers do not have to ensure you take a rest or meal break so long as it is provided. Workers are entitled to an unpaid, off duty 30 minute meal break if they work more than 5 hours. The break must be uninterrupted with no obligation for the worker to perform any duties or be pressured into performing. Other meal breaks are required under other conditions.

Also, a 10-minute rest is required for non-exempt employees for every 4 hours worked or “major fraction thereof.”

If you are not receiving your breaks, are required to perform duties on break or not getting rest periods despite working certain hours, consult with one of our attorneys.

Discrimination in the Workplace

State and federal laws prohibit discrimination in the workplace based on an individual's particular characteristics. California expanded the list, which includes banning workplace discrimination based on race, color, creed, national origin, religion, sex, age, mental or physical disability, marital status or sexual orientation.

The various laws protecting workers include federal legislation, including Title VII of the Civil Rights Act of 1964, the Americans with Disabilities Act (ADA), Age Discrimination in Employment and the Equal Pay Act, along with California's Fair Employment and Housing Act. There are timelines on filing a claim with federal agencies requiring 180 days, while the state's is one year.

Employers may not treat individuals or groups differently based on the characteristics noted above. You can prove discrimination based on disparate treatment (i.e., only males under 35 are promoted) or on disparate impact (an apparently neutral policy disproportionately affecting pregnant women for example).

If disabled, you can request that your employer provide you a reasonable accommodation unless certain conditions prevail. There are a number of conditions and complexities regarding this aspect of discrimination.

If you feel you have been targeted or are part of a group that has been unfairly treated, contact our office.

Sexual and Other Harassment

Despite awareness of this problem, sexual harassment is not uncommon. Harassers include supervisors as well as co-workers, employees from other departments or even vendors or customers of the employer. It consists of offensive and sexually tinged comments, unwanted advances, offensive and unconsented touching or intimidation and can target parties of the same sex. Another form is a quid pro quo situation where a supervisor makes it clear that dating or providing sexual favors will result in certain benefits — or a denial or job termination if consent is not given.

Harassment can be directed at members of a certain ethnicity or religion as well. If it creates a hostile working environment where an employee is unable to adequately perform, then the employer may be held liable for damages including lost wages, reinstatement and infliction of emotional distress.

Wrongful Termination

Most employees in California work without a contract or agreement and can be fired at-will, meaning they can be dismissed at any time and for without cause. However, an employer may not fire you based on a discriminatory reason such as pregnancy, age, ethnicity, sexual orientation, religion or ancestry, among others.

We can help determine if you were an at-will employee based on an implied contract by looking at promises made to you, duration of employment, job performance evaluations, assurances of job security and employment practices.

Retaliatory firings are not uncommon either, based on public policy concerns. For instance, you may not be terminated for:

Voting on election day
Serving on a jury
Serving in the national guard
Filing a workers' compensation claim
Notifying OSHA about a workplace safety violation

You do have the burden of proving discrimination or other unfair termination allegations, which are rarely blatant. Our attorneys are highly knowledgeable in this area and can investigate and assess the validity of your claim and your legal options.