Los Angeles Employee Rights Lawyer

Navigating the legal aspects of employment can be complex. This webpage provides an overview of some essential employee rights and resources to help you understand your options.

Understanding Your Employee Rights

As an employee, you have certain legal protections in place to ensure a fair and safe work environment. These rights cover various aspects of your employment, including:

  • Wage and Hour Lawyer: You are entitled to be paid minimum wage for all hours worked, and overtime pay for exceeding a set number of hours per week (typically 40). Meal and rest breaks may also be compensated depending on your location and employer.
  • Sexual Harassment: Sexual Harassment unfortunately continues to effect people of all genders and gender identifications. The Employment Lawyers Group has tried and handled many cases for men and women involving unwanted sexual touching, sexual assault, sexual battery, quid pro quo sexual harassment done by managers, supervisors, and business owners. These days many sexual harassment cases also involve unwanted text messages and obscene pictures sent to cellular phones. Our work includes appeals concerning sexual harassment and life changing settlements.
  • Discrimination and Harassment: Federal and state laws prohibit discrimination based on race, color, religion, sex (including pregnancy), national origin, disability, age (40 or older), or genetic information. This includes protection from harassment of any kind.
  • Reasonable Accommodation: If you have a documented medical condition, your employer may be required to provide reasonable accommodations to allow you to perform your job duties. Examples include flexible work schedules, modified equipment, or accessible workspaces. However, most cases filed in court for employers refusing to reasonably accommodate employees involves employers who fired an employee for not coming back to work when they are out on a disability, FMLA, or pregnancy leave. Allowing time off for an employee’s medical condition and treatment are fundamental reasonable accommodations many employers do not properly handle.
  • Workplace Safety: Your employer has a legal responsibility to provide a safe work environment free from recognized hazards. This includes adhering to safety regulations and providing proper training for employees.
  • Wrongful Termination: Wrongful termination is a whistle blower tort. If an employee complains about their employer doing something illegal and they are terminated that might be wrongful termination. Retaliation resulting in a job termination is wrongful termination if it occurs because the employee exercised statutory legal rights and was retaliated for exercising those rights. Examples include job terminations due to the employee filing a wage claim, refusing sexual harassment, reporting an employer to OSHA, internally complaining to management or refusing to take part in illegal activities, taking a legally protected leave of absence for cancer, disability, FMLA, or pregnancy. Firing an employee due to an immutable characteristic such as gender, race, or religion is also wrongful termination. Wrongful discharge IS NOT about unfair job terminations employees do not agree with that do not involve one of the above.

Call The Employment Lawyers Group 1-877-525-0700

Employment Lawyer For Workers Compensation

If you are injured or become ill due to your work, worker's compensation benefits may be available to cover medical expenses and lost wages. However, worker's compensation is the exclusive remedy for most workplace injuries, meaning you generally cannot sue your employer directly.

There may be limited exceptions where legal action against an employer is possible. Consulting with an employment lawyer is recommended to determine if your situation falls under one of these exceptions, such as wrongful termination for filing a wage claim or severe workplace safety violations.

Disclaimer: This webpage provides general information only and should not be construed as legal advice. If you have specific questions or concerns about your employment rights, it's always best to consult with a qualified attorney.

Employment Lawyers Group Case Results (Some)

$1,150,000 Unpaid commissions of two plaintiffs

$875,000 For 4 oil field service industry workers whose times worked were not recorded on timesheets and were on-call

$800,000 Controlled stand by class action settlement

$800,000 For mis-classified independent contractors

$775,000 For small class action of employees not allowed meal breaks or cell phone reimbursements while caring for dependent adults

$750,000 Sub-Minimum wage class action settlement

$675,000 Sexual harassment in a warehouse

$672,500 For sexual harassment at a truck stop

$539,584 Myles v. Wellpoint Termination of Employment Due to Disability and Workers Compensation Injury

$510,000 Class action settlement of 125 workers on overtime claims

$490,000 For sex and age discrimination of women

$465,000 Sexual harassment at a gas station

$450,000 Settlement for 2 on-call workers

$450,000 Paystub violations

$450,000 Being on controlled standby

$430,000 Settlement in 2024 dollars for a Los Angeles warehouse worker forced to violate her medical restrictions imposed by pregnancy

$400,000 Recovery following arbitration win for 4 employees who worked off the clock

$400,000 Following arbitration win for meal & rest breaks for 3 employees

$365,000 Vasquez v. Del Rio Sanitarium Pregnancy Discrimination Case - Following Jury Trial & Appeal

$365,000 Sexual harassment of a delivery driver

$360,000 For missed meal and rest breaks, and overtime for 3 employees, and PAGA penalties for less than 25

$350,000 To 2 employees in vacation rental business working off-the-clock overtime

$350,000 Due to fixed bonus pay not figured into overtime for a directional driller

$350,000 Nurse mis-classified as independent contractor who was on-call

$350,000 For directional driller whose fixed rate bonuses were not calculated into his overtime rate

$350,000 For prevailing wage and paystub itemizations

$315,000 Sexual harassment of a lesbian woman by straight man

$307,345 For 2 hospital employees oncall

$305,000 Wrongful termination of 2 sales people

$305,000 For 2 IT trouble shooters oncall at a major hospital

$302,000 Controlled standby pay for two telecommunication workers in a hospital

$300,000 Verdict of punitive damages in wrongful termination case due to employee's refusal to work without rest breaks

$300,000 Multiple Worker Claims for Unpaid Wages for Oil Gauge and Calibration Inspectors on Docked Coastal Vessels

$275,000 Unpaid minimum wage, overtime double and double time due to on call work for two technicians at a radio/television station

$270,000 Sexual harassment & employment termination

$260,000 For controlled stand by pay

$260,000 For sexual harassment in a supermarket

$250,000 For 2 oil field service technicians not paid overtime

$250,000 For radiology technician on-call and small PAGA group

$250,000 For whistle-blower about unpaid overtime

$246,000 Breach of fiduciary duty arbitration award involving disability discrimination

$232,000 Male on male sexual harassment won at a binding arbitration

$225,000 Sexual Harassment of a Waitress (No Termination Involved)

$225,000 For two kitchen workers sexually harassed

$225,000 Sexual harassment by store customers

$206,151 Larson v. VXI Same Sex Sexual Harassment

$205,000 Unpaid wages, overtime, labor code section 2699 penalties- arbitration award for multiple plaintiffs

$200,000 For on-call work, retaliation, forced to quit security officer

$200,000 For prevailing wage and FMLA violations

$200,000 For PAGA violations and sexual harassment

$200,000 Race Discrimination towards Latinos

$200,000 Acts of sexual harassment by CEO

$195,000 For Whistle Blower

$193,500 Sexual Harassment by a registered sex offender

$190,000 Sexual Harassment in the medical coding industry

$185,000 For sexual harassment of a woman 35 years older than the harasser

$182,500 Fired during cancer treatment

$180,000 Controlled standby pay claims of oil field service employee

$175,000 PAGA settlement due to missed meal and rest breaks in a hotel’s kitchens

$175,000 Failure to pay minimum wage

$175,000 Unpaid overtime of 2 limo drivers of a small company

* Please be advised that past results are not a guaranty nor prediction of future case results