We Specialize In Personal Injury and Employment

If you have suffered any adverse employment action, contact Kordab Law Offices at 714-881-0581 for a free and completely confidential consultation.

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California laws protect employees against discrimination and harassment

California law provides wide range of protection for employees who are treated unfairly by the employer or employees in the workplace due to certain protected characteristics.

California Laws prohibits discrimination based on the following categories:

Race, Color, National Origin, and Ancestry

Religious Creed

Marital Status

Physical Disability, Mental Disability, and Medical Condition

Pregnancy, and Taking Family Care Leave.

Genetic Information

Sex, Gender, Gender Identity, Gender Expression, Sexual Orientation,

Age (Over 40)

California law also prohibits workplace harassment based on the protected characteristics listed above. The law also protects employees from Retaliation, Sexual Harassment, Hostile Work Environment Harassment, and Sex-based Wage Discrimination.

Wrongful termination

California Law prohibits adverse employment actions that violate public policy, such as a termination in retaliation for statutorily protected activity or refusal to participate in illegal activity. Additionally, you could have wrongful termination claim if you are fired because of one or more of protected characteristics such as race, religious creed, color, national origin, ancestry, marital status, medical condition, genetic information, physical and mental disability, sex, gender, gender identity, gender expression, age, or sexual orientation, pregnancy, or taking family care leave.

If you have suffered any adverse employment action, contact Kordab Law Offices at 714-881-0581 for a free and completely confidential consultation.

Whistleblowing activities

Violation of the Whistleblowing law by employers is very common. Speech that constitutes whistleblowing enjoys protection in California. Therefore, an employee is protected from adverse employment action if the employee discloses information to a person with authority over the employee or another employee who has the authority to investigate, discover, or correct the violation or noncompliance, to a public agency or law enforcement about violations of or non-compliance with a federal or state law. If you were fired for reporting misconduct by your employer, you may have claims for retaliation and for wrongfully terminated.

If your employment was terminated for being a whistleblower, contact our office at 714-881-0581, or other employment law attorney as soon as possible.

Hour and Wage Requirement

Overtime Pay Requirement

Both the California and Federal Laws have provisions requiring payment of an overtime premium to non-exempt employees who work more than a specified number of hours. California law requires employers to pay overtime equal to one and one-half times the regular hourly rate of pay for each hour worked beyond eight (8) hours per workday and each hour worked beyond forty (40) hours per work week. Employers must pay overtime equal to double the regular hourly rate of pay for each hour worked beyond twelve (12) hours per workday and for all hours worked in excess of eight (8) hours on the seventh consecutive day of work in a work week. Any conducts by employers in violations of overtime pay will subject employers to civil penalties for each pay period within the statute of limitation.

Minimum Wage Requirement

Notwithstanding any agreement to work for a lesser wage, any employee receiving less than the legal minimum wage or the legal overtime compensation applicable to the employee is entitled to recover in a civil action the unpaid balance of the full amount of this minimum wage or overtime compensation. Minimum wage violations subject employer to civil penalties for each pay period during which the laws were violated, within the statute of limitation. For further information, contact our office at 714-881-0581 for a free and completely confidential consultation.

Meal Period Requirement

California law requires employers to provide employees a duty-free, uninterrupted thirty (30) minute meal period when an employee works more than five (5) hours in a workday, and it must be provided within the first five (5) hours the employee works. Employers must also provide employees with a second duty-free, uninterrupted thirty (30) minute meal period when an employee works more than (10) hours in a workday, and it must be provided before the end of the 10th hour of work. Meal periods can be waived, but only under the following circumstances: (1) if an employee’s total work period in a day is over five (5) hours but no more than six (6) hours, the required meal period may be waived by mutual consent of the employer and employee, and (2) if an employee’s total work period in a day is over ten (10) hours but no more than twelve (12) hours, the required second meal period may be waived by mutual consent of the employer and employee, but only if the first meal period was not waived. Employers must pay employees an additional hour of wages at the employees’ regular rate of pay for each missed or unlawful meal period (e.g., less than 30 minutes, interrupted meal period, first meal period provided after five (5) hours, second meal period provided after 10 hours). Meal period violations subject employers to civil penalties under California Law. Each violation results in a separate civil penalty for each pay period within the statute of limitation.

Rest Period Requirement

California law requires employers to provide employees a paid, duty-free ten (10) minute rest period for each four (4) hours worked, or major fraction thereof. The California Supreme Court held that employees are entitled to a 10-minute paid rest period for shifts from 3 ½ to 6 hours in length, two 10-minute rest periods for shifts more than 6 hours up to 10 hours, and three 10-minute rest periods for shifts of more than 10 hours up to 14 hours. The rest period requirement obligates employers to permit and authorize employees to take off-duty rest periods, meaning employers must relieve employees of all duties and relinquish control over how employees spend their time. Employers must pay employees an additional hour of wages at the employee’s regular rate of pay for each missed or improper rest period. Rest period violations subject employers to civil penalties for each pay period during which the laws were violated, within the statute of limitation.

Our Personal Injury Services

Whether you’ve experienced an injury due to a car accident, truck accidents, motorcycle accident, bicycle Accident, pedestrian accident, slip & fall, or assault and battery, our team of experienced attorneys is here to help. For further information, contact our office at 714-881-0581 for a free and completely confidential consultation.

Motor vehicle Accidents

Car accidents are a fact of life. If you were injured in a car accident due to someone else’s negligence or recklessness, call our office at 714-881-0581 for a free and completely confidential consultation.

Pedestrian Accident

Walking around amongst cars can be one of the most dangerous activities we partake in. The roadways are filled with cars and trucks, and sometimes drivers are distracted to avoid collisions with pedestrians. Vehicle versus pedestrian accidents usually results in severe injuries to the pedestrian accident victims. Here are some tips to help you out if the unthinkable happens.
If you have suffered serious injuries due to a pedestrian accident, call our office at 714-881-0581 for a free and completely confidential consultation.

Wrongful Death

The death of a loved one is always a tragedy, no matter how it happens. When a loved one is unexpectedly taken from us as the result of someone else’s negligence, the grief can be overwhelming. California law recognizes the egregiousness of these losses under the category of a ‘wrongful death.’ In the state of California, a wrongful death is a fatality that occurs by “the wrongful act or negligence of another.” When a wrongful death occurs, a civil wrongful death lawsuit for monetary damages can be filed by the survivors of the decedent or their estate against the negligent party.

Premises Liability

A possessor of land has a primary duty to a guest to maintain the premises in a reasonably safe condition. California laws imposes liability on a possessor of land for injury caused by his or her failure to exercise ordinary care in the management of his or her property.

If you have been injured on or near a premises, A cause of action for negligence may be available against the owners or possessors of premises for injuries occurring on or near the premises. For further information, contact our office at 714-881-0581 for a free and completely confidential consultation.

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