Anderson v. Village Covenant Church | $980,000

Luksan v. Colvin | $306, 590  (Read client letter)

Kaufman v. Record Surplus | $425,000

Doe v. Luster  | $20,526,000

Doe HOA vs. Roe Ins. Co. | $13,500,000

Doe Insured v. Doe Disability Insurance Co. | $6,900,000

Mary Doe vs. Pharmaceutical Company  | $6,000,000

more cases & verdicts....

Damian Walton
Los Angeles
Client

"Basically I'm 100% satisfied with the outcome of my case. They were inviting to any questions I had, they encouraged me to ask questions, they always gave me a prompt and accurate response. They returned all my phone calls. Mr. Daniels and his staff were courteous to me throughout the whole case from start to finish."

Bill Daniels Law Offices, APC
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Southern California SuperLawyer 2009

 


EMPLOYMENT LAW

Obviously your job is important to you. It feeds your family. Pays the rent. Helps educate your children. You work hard for your employer. You show up on time and stay late when needed. You do your best to succeed. Though you have to meet the requirements expected at work, you also have certain rights under the law as an employee.

In California, employees are generally considered “at will,” which means that the law permits employers to suspend, demote or terminate (fire) them without providing a reason.  As a result, if you believe your employer has simply been unfair to you in the workplace, there is usually no remedy other than finding another job.

There are important exceptions to this general rule, and working with a competent attorney who understands employment law is essential to protect your interests and rights as an employee.

Employees of large corporations can also use a class action lawsuit to sue for labor law violations, discriminatory practices, labor law violations or violation of employment agreements on a large scale.

 


Recent studies revealed:
26% of employees are paid less than the legally required minimum wage.
76% were not paid the legally required overtime rate.
 

Bill Daniels | Law Offices is passionate about protecting the rights of California employees. We have been involved in recovering over $350 million for California workers.

Understanding employee rights.

All employees are protected against specific abuses under a variety of federal and state laws.

California employees are generally considered “at will,” (blog post) which means that the law permits employers to suspend, demote or terminate (fire) them without providing a reason. (Labor Code 2922) Even so, countless employees are still unjustly fired each year.

With some exceptions employers must pay the minimum wage. If an employees leaves by choice or by being fired, they are entitled to their unpaid wages.  Unpaid commissions and bonuses are also due upon termination, however, certain exceptions apply. Every year employees are cheated out of their earned commissions and require the assistance of an attorney to recover what is lawfully theirs.

Nonexempt employees who work more than 40 hours in a given workweek, unless they meet certain exceptions are entitled to Overtime. Exempt employees are not entitled to overtime.) Whether an employee is classified as exempt or nonexempt depends on several factors, including (a) how much they are paid, (b) how they are paid, and (c) what kind of work they do.

Other wage related violations may include: not reimbursing employees for employment-related expenses, not paying work preparation time or travel time that is legitimately part of the employees job, docking pay of exempt employees, failing to treat mandatory work-related meetings and training sessions as hours worked and withholding employees tips.

California Labor Code provides employees with a right to vacation pay upon termination of employment when vacation is offered in an employer’s policy or contract.

Several laws prohibit employment discrimination based on race, color, religion, sex, or national origin; and among other things, provides monetary damages in cases of intentional employment discrimination.

Other laws prohibit reprisal against employees or who objects to, refuses to participate in, or reports, also referred to as whistle blowing, regarding any illegal activity conducted by an employer.

It is important to realize that there are federal as well as state requirements that an employee must meet to determine if their rights have been violated, and an employer has acted unlawfully. Working with an experienced employment attorney will help you analyze your options.

Bill Daniels | Law Offices is passionate about protecting the rights of California employees. We have been involved in recovering over $350 million for California workers.

Many of the milestone cases we have been involved with have produced reforms in the law that now benefit individuals throughout our state. Employees benefit from our cutting edge approach to protecting their rights in a range of workplace matters, including wrongful termination, retaliation, employment at will, disability issues, unlawful business practices, and unfair compensation, in addition to matters that fall under the following broad categories:

LEARNING CENTER
for more information:

Bill Daniels regularly publishes a variety of articles and videos to keep you abreast of legal developments and case law that affect our society.

ARTICLES

California employees are generally “at will,” which limits rights outside of discrimination or other illegal conduct

There are limits on employee drug testing in California

In California there are limits on what an employer can ask during a job interview
Your rights as an employee in California

 

Disclaimer
The contents of this website are for informational purposes only. It is not intended to serve as legal advice. It is not an invitation to establish an attorney-client relationship, and you should not rely upon any information presented here without first seeking legal advice from an attorney licensed to practice law in your jurisdiction.

Sending email to Bill Daniels | Law Offices, APC or accessing this website does not form an attorney-client relationship.

 

 

 


Disclaimer
The contents of this website are for informational purposes only. It is not intended to serve as legal advice. It is not an invitation to establish an attorney-client relationship, and you should not rely upon any information presented here without first seeking legal advice from an attorney licensed to practice law in your jurisdiction. Sending email to Bill Daniels | Law Offices, APC or accessing this website does not form an attorney-client relationship.

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