Advocacy for Employees Needing Justice
We fight for employees who are seeking justice! Let us enforce your rights and fight against the injustices you have suffered.
Representing San Diego employees
Litigation Against Employer
Our labor and employment law practice encompasses the representation of clients exclusively in the full range of employment litigation matters that can arise out of the employer-employee relationship, including, but not limited to:
- California Wage and Hour Violations; Private Attorney General Act (PAGA);
- Title VII of the Civil Rights Act of 1964 and the Civil Rights Act of 1866 (Section 1981);
- the Equal Pay Act; Gender Discrimination; Sexual Harassment; Failure to Prevent Discrimination, and Hostile Work Environment in Violation of Gov. Code §12940 et seq.;
- Discrimination (Sex, Sexual Orientation, Race, National Origin, Religious, Age, and Disability and Medical Condition); the Americans with Disabilities Act (ADA); the Age Discrimination in Employment Act (ADEA)
- Negligent Hiring, Supervision, and Retention; Misrepresentation under Labor Code §970; Misrepresentation in Violation of Labor Code §1050; Constructive Discharge; Retaliation;
- the Rehabilitation Act of 1973;
- the Fair Labor Standards Act (FLSA);
- the Occupational Safety and Health Act (OSHA);
- the Employee Retirement Income Security Act (ERISA);
- the Family and Medical Leave Act (FMLA); California Family Rights Act (CFRA);
- the Uniformed Services Employment and Reemployment Rights Act (USERRA);
- the Worker Adjustment Retraining and Notification Act (WARN);
When to call a lawyer
If any of these describe your situation, an early conversation is usually cheaper than the alternative.
- You were fired shortly after complaining or requesting leave
- You have been handed a severance agreement with a signing deadline
- You are owed wages, overtime, or missed breaks
- You are experiencing harassment or discrimination at work
- You are being pressured to sign an arbitration or release document
Employee rights in San Diego County
San Diego workers come to us from every corner of the county's economy — biotech and device companies in Sorrento Valley and Carlsbad, defense contractors and their suppliers, hospitality along the coast, healthcare systems, and the professional services firms downtown. The claims differ, but the sequence is the same: preserve the record, file with the right agency before the deadline, and value the case honestly.
Most California discrimination and retaliation claims begin with a California Civil Rights Department filing, which issues the right-to-sue notice that opens the courthouse door. Unpaid wage claims can proceed through the Labor Commissioner's San Diego office or in San Diego Superior Court, and the choice affects speed, cost, and recoverable amounts.
- Wrongful termination and retaliation claims
- Discrimination and harassment under FEHA and Title VII
- Unpaid wages, overtime, and missed meal and rest periods
- Severance review and negotiation before you sign
San Diego questions we hear most
- How long do I have to file a claim in San Diego?
- FEHA claims generally require a CRD complaint within three years, followed by suit within one year of the right-to-sue notice. Wage claims typically run three to four years. Deadlines vary by claim, so early review matters.
- Do you charge San Diego employees up front?
- Case evaluations are free, and many employee-side matters are handled on a contingency or hybrid basis depending on the claim.
Serving Rancho Bernardo, Carmel Valley, Sorrento Valley, Del Mar, Poway, Escondido, Carlsbad, Encinitas, and communities throughout San Diego County from our office at 16870 West Bernardo Drive, Suite 400, San Diego, CA 92127.
Related reading
Plain-English guides from our Insights library on the issues that come up most in these matters.
- Severance Agreements in California: What to Review Before You SignMost severance offers are first offers. Here is how California law limits what an employer can ask you to give up, and where the real negotiating room usually sits.
- Wrongful Termination in California: What It Takes to ProveAt-will means an employer can fire you for a good reason, a bad reason, or no reason — but not for an unlawful reason. The case turns on which one it was.
- Workplace Retaliation in California: What Counts and How It Is ProvenRetaliation claims often outlive the underlying complaint. Here is what California protects, what counts as an adverse action, and the evidence that decides these cases.
Where we serve
Employment Law (Employees) counsel for businesses and employees throughout San Diego County.
We fight for you.
Schedule a confidential consultation to discuss your business or employment matter.