Most of my employment law practice focuses on representing fired, transferred, demoted, or laid off employees who were selected for termination of employment because of age, race, sex, national origin, religion, use of medical leave, disability, or sundry like categories, or because these complained to management about illegal pay practices, harassment, discrimination, securities fraud, unsafe work practices, or other illegal business practices. 

One area of employee rights often overlooked is "fraudulent inducement" to change employment.  You may have a case to recover wages and emotional damages if your employer lured you away from a prior job with false representations of future work conditions.   

I also represent employees who are still employed, but are being harassed at work.  The harassment may be sexual harassment, but may also be any harassment related to age, race, religion or medical status and disability.  Harassment is the experience of a hostile work environment resulting from frequent or severe attacks upon one's gender, religion, race, age, or mental and physical disability.  If you are harassed at work, and complain to your manager or Human Resources official, only to discover the harassment to continue or worsen because no adequate action is taken by the employer, you have additional remedies, possibly for whistle blower retaliation, or possibly for damages due to an employer's duty to promptly investigate and correct harassment.   

I have reviewed hundreds of employee handbooks by a wide assortment of industry employers.  These handbooks are often inadequate statements of employee rights.  They even misstate your rights in some instances by omitting to qualify the "at will" presumption of employment with a statement that termination or harassment because of sex, age, race, national origin, religion, disability, sexual orientation, and use of medical leave is illegal, even for an "at will" employee.  Likewise, "at will" employees have protections against terminations because they resist or openly oppose illegal employer practices, such as management's harassing other employees, or failure to pay overtime, or misrepresenting company products or services to the public. 

Other issues I will litigate in my employment law practice are defamation of character, invasions of personal privacy by the employer, and even extreme situations of assault and battery. 

If you are presented with a severance agreement, I am often hired to review the "waiver and release" contract for basic fairness, to explain its terms, and to evaluate possible wrongful lay-off or wrongful termination claims against the amount being offered.  I also advise employees concerning "trade secret and confidentiality" agreements they may have signed. 

I also represent employees to recover wages, bonuses and commissions.  The California Labor Code allows recovery of attorney's fees in such wage disputes.  Also, many employees are led by unscrupulous employers to believe they are not entitled to overtime pay because they are paid a salary, given a management title, and even some real supervisory or advisory duties of consequence.  The ultimate test in California is whether the employee is spending at least 50% of his or her usual working day in those "exempt" activities.  Numerous class action court cases have filed in California for company wide Labor Law violations as a result, with millions of dollars being assessed against these employers.  Thus, many employers are becoming more proactive, such as enforcing mandatory rest and meal breaks.   

Although my office is located in Orange County California, my court appearances occur throughout Southern California, and especially Los Angeles County and San Bernardino County.  With my depth of experience and proven results, I know I can provide outstanding service in litigating your employment law case.  I urge you to read the testimonials of my satisfied former clients, and to contact me personally for a free brief initial "impression" of your potential wrongful termination case.  Contingency fee agreements are offered for cases of merit.