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California Labor & Employment Law Attorneys » Employment Law A-Z » Employment Law A-Z
California Labor & Employment Law: A-Z
If you have faced discrimination or harassment in the workplace, our caring California labor and employment attorneys may be able to help.
This page lists just some of the types of cases and claims we handle. For more information, click on the appropriate link or contact us for a free consultation.
A
- ADA Accommodations by Employers
- Administrative Exemption
- Age Discrimination
- Alternative Workweek Schedule
- Arbitration Agreements
- At-Will Employment (Exceptions)
B
C
- Car Salesmen
- Cell Phone Use Reimbursement
- Class Actions in Wage/Hour Cases
- Commissions – How Frequently Must They Be Paid?
- Commission-Only Pay Structures
- Commission – Payments After Termination
- Computer Professional Exemption
- Conditional Offers of Employment
- Coworker Harassment
- Crime Victims Leave
D
- Damages in Wrongful Termination Lawsuits
- Difference between Workplace Harassment and Employment Discrimination in California
- Disability Discrimination
- Discrimination in the Workplace
- Discrimination (Proving It)
- Domestic Violence Victims Leave
- Double Time vs Overtime
E
- Employee Privacy Rights in California
- Employee Rights in California
- Employment Discrimination v. Workplace Harassment
- Employment Discrimination Lawsuits
- Employee Harassment Claims
- Exceptions to At-Will Employment
- Executive Exemption
- Exempt vs. Non-Exempt Employees
F
- Failure to Promote
- Fair Employment and Housing Act (FEHA) Retaliation
- False Claims Act / Qui Tam
- Family and Medical Leave
- FLSA Violations
G
H
- Harassment by Supervisors, Coworkers, and Non-Employees
- Harassment (Hostile Work Environment)
- Harassment (National Origin, Workplace)
- Harassment (Non-Sexual, Workplace)
- Harassment (Rights, Workplace)
- Hazard Duty Pay
- HIV Status Workplace Discrimination
- Hospital Workers
- Hostile Work Environment Harassment
I
J
K
L
- Labor Board Complaint
- Labor Code 132a
- Labor Code 201
- Labor Code 221
- Labor Code 226
- Labor Code 510
- Labor Code 512
- Labor Code 514
- Labor Code 558
- Labor Code 1102
- Labor Code 1174
- Labor Code 1179
- Labor Code 1194
- Labor Code 1198
- Labor Code 2698
- Labor Code 2699
- Labor Code 2802
- Labor Code 4850
- Lactation Breaks
- Leave Laws in California
- Literacy Education Leave
- Lunch Breaks
M
- Marital Status Discrimination
- Maternity Leave
- Meal Breaks and Rest Periods
- Medical Condition Discrimination
- Minimum Wage
- Misclassification as Exempt
N
- National Origin Discrimination
- National Origin Workplace Harassment
- New Parent Leave Act
- Non-Discretionary Bonuses
- Non-Employee Harassment
- Non-Sexual Workplace Harassment
O
P
- Paternity Leave
- Paydays and Pay Periods
- Paystub Violations in California
- Political Activity Workplace Retaliation
- Pregnancy Disability Leave
- Pregnancy Discrimination
- Preventing Workplace Harassment
- Private Attorney General Act (PAGA) Claims
- Professional Exemption
- Promotion Discrimination
Q
R
- Race Discrimination
- Reasonable Accommodation
- Regular Rate of Pay
- Rehabilitation Leave (Alcohol and Drug)
- Reinstatement
- Religion Harassment in the Workplace
- Religious Discrimination
- Retaliation for Making a Workers Compensation Claim
S
- Salary History (Asking Job Applicants About)
- Salary Laws
- Sarbanes-Oxley Whistleblower Retaliation
- School Activities Leave
- Severance Pay
- Sexual Harassment Attorneys
- Sexual Harassment in Professional Relationships
- Sexual Harassment (Quid Pro Quo)
- Sexual Orientation Discrimination
- Sexual Orientation Harassment
- Sick Leave Laws in California
- Sick Leave Laws for Misclassification of a W-2 Employee as an Independent Contractor
- Suing your Employer for Wrongful Termination
- Supervisor Harassment
T
- Termination of Employment – When is an Employer Required to Pay Our Unpaid Wages in California?
- Termination of Employment: penalties for unpaid wages after termination
- Third-Party Sexual Harassment
- Tips and Gratuities
- Tip Pooling
- Transgender Discrimination
- Travel Expense Reimbursement
- Two-Weeks Notice Law
U
V
- Vacation Pay Laws
- Vacation Pay Upon Termination or Quitting
- Vacation Time for Part-Time Employees
- Voting Leave Laws
W
- W2 vs 1099
- Wage and Hour Law
- Wage/Hour Lawsuits
- Waiting Time Penalties
- Warehouse Workers
- WARN Act
- What is the Difference Between Workplace Harassment and Employment Discrimination in California?
- What Rights Do I Have When I Am Harassed At Work?
- What To Do When an Employee Complains of Harassment
- Whistleblower Protection Laws
- Work Day and Work Week
- Work Expense Reimbursement
- Work-From-Home Expense Reimbursement
- Work off the Clock
- Workers Compensation (How to File a Claim)
- Workplace Bullying
- Workplace Harassment
- Workplace Harassment Based on Religion
- Workplace Harassment Based on Sexual Orientation
- Workplace Harassment (Hostile Work Environment)
- Workplace Harassment (National Origin)
- Workplace Harassment (Non-Sexual)
- Workplace Harassment (Preventing)
- Workplace Harassment (Rights)
- Workplace Harassment v. Employment Discrimination
- Workplace Retaliation
- Wrongful Constructive Termination / Wrongful Constructive Discharge
- Wrongful Termination Lawsuits
- Wrongful Termination Lawsuits (At-Will Employees)
- Wrongful Termination (Average Settlement)
- Wrongful Termination (Proving It)
- Wrongful Termination (When Can I Sue For It?)
X
Y
California Labor Blog Posts:
Am I allowed to use fireworks in Los Angeles?
In much of Los Angeles County, you are not allowed to use your own fireworks on the 4th of July (or at any other time of year). This is confusing and surprising for many people because not all fireworks are illegal in California. California fireworks laws distinguish between “dangerous” fireworks and “safe and sane” fireworks. Dangerous ...
What is the Burden of Proof at a DMV Hearing?
The burden of proof at a California DMV hearing is “by a preponderance of the evidence.” A preponderance of the evidence means that it is more likely than not that a person committed the violation. By contrast, prosecutors in court must prove that an accused violated a DUI law “beyond a reasonable doubt” in order ...
Shoplifting… A crime of moral turpitude?
Shoplifting is often a crime of moral turpitude (CIMT). If it is, it can increase the consequences of a conviction. It can impact a non-citizen’s immigration status. In some contexts, however, shoplifting is not serious enough to count as a CIMT. Such petty offenses are exempted from crimes of moral turpitude. Serious shoplifting cases can affect ...
California’s No Drop Policy in Domestic Violence Cases
Contrary to popular belief, it is the prosecutor, not the victim who determines whether to file or drop California domestic violence charges. Many California prosecuting agencies go so far as to subscribe to a “no drop” policy. This means that even if the victim doesn’t want to “press charges”, the prosecutor will not “drop” the ...