Employment Lawyer Los Angeles

Finding the Right California Employment Lawyer Can Be A Daunting Task

When your employer violates your employee rights, it can feel like your sense well-being and respect have been violated. 1000Attorneys.com has long tracking record of helping California employees by matching them with the right employment lawyer.

 

Employment lawyers from our network fight for employees who have been affected by all types of employee rights violations, including wrongful termination, failure to pay wages and commissions, discrimination in the workplace, pregnancy and maternity discrimination, harassment, and retaliation. 

California employment law protects the rights of employees and gives you the right to be compensated for damages and put a stop to abusive employment practices. Finding the right employment lawyer in Los Angeles is equally frustrating as hundreds of employment lawyers advertise their services claiming to be the best choice.

 

1000Attorneys.com is a California State Bar certified and approved lawyer referral and information service.  Since 2005, our team has helped thousands of employees find the right employment lawyer in Los Angeles for their case. We take into account your particular set of circumstances, your location and where your claim must be filed to match you with the best employment lawyer. 

Referrals to employment lawyers in Los Angeles and personal legal consultations are FREE. Moreover, we'll provide you with  an impartial and unbiased referral to a great employment lawyer who can start working on your case immediately. 

California Employment Law

It is illegal in Los Angeles, California to be unfairly fired from your work without a legitimate cause. If you feel that you've been wrongfully terminated due to race, religion, gender, sexual orientation, disability or age discrimination you must seek legal advice as soon as possible with an employment lawyer. 

 

Wrongful termination is a serious offense that violates California employment law and should not be ignored. We work with top employment lawyers in Los Angeles who have many years of experience in wrongful termination cases, discrimination in the workplace, whistleblowing retaliation, harassment and many other employee rights violations and employment law litigation claims.

 

Unlike many websites from lawyers who claim to be the best employment lawyers in Los Angeles, this lawyer referral service is approved and certified by the California State Bar to provide referrals to employment lawyers who have a proven track record of excellent service and performance in Los Angeles courts.

 

You can be confident that you'll be working with the best employment lawyers in Los Angeles because they have carefully been selected and are always monitored for performance, reviews, credentials, and ethics. We accept most employment-related cases on contingency, you will only pay legal fees until your case settles on your favor. 

 

Common Employment Law Cases in Los Angeles

 

 

 

Filing an employment claim in Los Angeles, California in a timely manner will make the difference in the outcome of your case. Speak to a pre-screened employment lawyer in Los Angeles now about your case during a FREE and personal, no-obligation legal consultation. 

 

New California Employment Laws For 2020 - 2021

California adopted new employment laws in 2020 that further protect employee's rights. These new employment laws became effective on January 1, 2020. 

AB 25 – Employees’ Personal Information

The law exempts any individuals “acting as employment applicant to, anyone related to that business.” Therefore, employers have one additional year to suits the wants of the CCPA concerning applicants’ and employees’ information. AB 25 was passed to help in clarifying some aspects of the CCPA. The law was passed in 2018, and is supposed to offer “consumers” certain knowledge about what data companies are collecting about them, and therefore the right to request that the info be deleted, additionally to other rights.

AB 749 – Ban on No-Rehire Provisions

This new law doesn't allow any provisions in settlement agreements entered into on or after January 1, 2020 that prevent employees from getting future employment opportunities with the settling company or its affiliates. The law applies to any employees who have filed a claim:

 

  • Against the employer in court,

  • Before an administrative agency,

  • In an alternate dispute resolution forum, or

  • Through the employer’s internal complaint process.

 

Therefore, if the worker has complained internally, and an agreement is reached with the worker with none litigation being filed, the employer would still be restricted from placing a no-rehire provision within the agreement. The law doesn't prohibit or otherwise restrict an employer from preventing an employee from obtaining future employment if the employer has made an honest faith determination that the person engaged in harassment or sexual abuse. 

SB 142 – Lactation Accommodation 

SB 142 expands an employer’s duties and responsibilities in providing lactation accommodation to those employees who got to express breast milk. This bill mandates employers to supply a lactation room or location, not a toilet, that:

 

  • Is in close proximity to the employee’s work area;

  • Shielded from view;

  • Free from intrusion while the worker is expressing milk;

  • Safe, clean and freed from hazardous materials;

  • Contains a surface to put a breast pump and private items;

  • Contains an area to sit; Has access to electricity; and,

  • The employer must allow access to a sink with clean running water and a fridge for storing milk near the employee’s working space.

Moreover, the bill requires companies to enforce a lactation policy. Such lactation policy must include, among other things, a press release about an employee’s right to request lactation accommodation and a press release about an employee’s right to file a complaint with the Labor Commissioner for an employer’s failure to supply the accommodation. The bill equates a denial of lactation break time or space to a violation of a respite, thus subjecting the employer to a $100 penalty per violation. Employers with less than 50 employees that show this law would impose an undue hardship on their employee could also be exempted from SB 142’s requirements.

SB 188 – Hairstyle Discrimination 

SB 188 further protects employees by expanding the Fair Employment and Housing Act’s definition of race to include traits historically related to race, like hair texture and protective hairstyles and trends. The law prohibits a company's policies that prohibit natural hair, including hair styles such as afros, braids, twists, and locks. 

SB 707 – Arbitration Agreements Fees and Costs 

SB 707 provides that an employer’s failure to pay costs and costs related to arbitration within 30 days of the maturity would end in breach of the arbitration agreement, thereby waiving the proper to compel arbitration. The bill provides that the worker would, in turn, be ready to withdraw the claim from arbitration and prosecute his or her claim in court.

If you need to have a confidential consultation with a pre-screened California employment lawyer, you can submit your request 24 hours a day here.

 

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