Faqs

Our firm handles employment cases of all sizes, ranging from individual claims to class action lawsuits. Our employment attorneys have pursued cases against some of the world’s largest corporations, including Walmart, FedEx, J.P. Morgan Chase, and Sherwin-Williams Company, among others. Our firm has the knowledge, experience, and resources to handle all types of cases. We are equally dedicated to all of our clients, no matter what size your case.

Pursuing your case won’t cost you anything out-of-pocket. Our employment cases are handled on a contingency fee basis, which means we are only paid if and when we recover compensation for you.

Yes, everything you share with us is 100% confidential and protected under the attorney-client privilege. It is important that you disclose all the facts and any relevant information so that your attorneys can fully evaluate your case. The more information you provide, the better advice we can give. The attorney-client privilege applies to all communications between you and the firm, even if you do not retain us.

We only receive a fee if and when we recover compensation for you. Under our contingency fee agreement, we are compensated by receiving a set percentage of your recovery.

No. Our firm never charges for consultations, whether it is in person or over the phone. If you believe you have a case against your employer, please reach out to us at (213) 927-3700 for a FREE consultation.

You should bring all the documentation you have. This includes pay stubs, employer documents, written reprimands, text messages, emails, and any other documents related to your employment. If you are unsure what to bring, our attorneys will advise you during your free consultation and assist you in obtaining all necessary documents.

Each case is unique, so the time it takes to resolve a case can vary from two months to two years or more. In order to preserve the statute of limitations, it is important to contact our firm and get started on your case right away. Our goal is always to resolve your case as quickly and efficiently as possible.

West Coast Employment Lawyers, we will never settle your case without your approval. We will always recommend a course of action with your best interests in mind. But the ultimate decision is always up to you.

Typically, settlement funds are delivered between 15 to 60 days after the execution of a settlement agreement.

Depending on the type of employment case you are pursuing, your monetary damages can include back pay, front pay, consequential damages, emotional distress, civil and statutory penalties, attorney’s fees, and punitive damages. Consequential damages include medical expenses, moving costs if you had to relocate, etc.

Discrimination in the workplace comes in many forms. An employer cannot treat you differently, harass you, terminate, reprimand, retaliate, or undertake any adverse employment action(s) against you because of your: Sex, Race (e.g., African American), Age (above 40 years old), Gender, Sexual Orientation, Disability, Pregnancy, Religion, National origin, Military Status, Political Affiliation or Speech, Marital Status, among other protected categories.

Some examples of an adverse employment action and discrimination include: termination; demotion; offensive jokes; derogatory comments; pay cuts or reduction in hours; denial of a promotion; refusing to give reasonable time off for doctor appointments or treatment; refusing to make reasonable accommodations to working conditions; and harassment.

Under the Fair Employment and Housing Act (“FEHA”), you have one year from the date of the last adverse employment action (e.g., termination) to pursue a claim of discrimination.

To establish discrimination in the workplace, you need to show that you have been subjected to an adverse employment action such as termination, demotion, written reprimand on the basis of a protected category (e.g., Age, Race, Gender). It is not enough that your boss terminated you because he simply did not like you. You must believe that the underlying reason for the termination or other adverse employment action was because of discrimination. For example, your employer terminated your employment because you are disabled or an African American.

While employers and supervisors can undoubtedly be held liable for lude and inappropriate behavior, employers can also be held accountable for the actions of their employees, including your coworkers. Moreover, employers and supervisors are prohibited from ignoring the explicit conduct of your coworkers once brought to their attention.

If you are terminated, demoted, reprimanded, or subject to other adverse employment action after reporting discrimination, harassment, or other/wrongful illegal practice to your employer, you are likely being retaliated against for either engaging in a protected activity or as a whistleblower. It is unlawful for your employer to be upset, retaliate, or treat you differently for speaking up. If you believe this has occurred to you, even if your employer claims it’s because of a completely unrelated reason, you should contact West Coast Employment Lawyers right away.

If you qualify for California Family Rights Act (“CFRA”) protection, you are entitled to up to 12 weeks leave and baby bonding time.

Generally, yes. Employers cannot retaliate or penalize you for being pregnant or taking leave. Your employer cannot demote you, lower your pay, reprimand you, or terminate you.

Generally, yes. Your employer is required to provide you with reasonable accommodations that allow you to fulfill your employment obligations/duties. Some examples of these include additional breaks, a special chair, and time off for doctors’ appointments and medical treatment.

The short answer is no. In order to have a case for Hostile Work Environment, the hostile actions must be severe and consistent. If you believe you are being subjected to a Hostile Work Environment, contact us for a free consultation and case evaluation.