Trial Ready · Live · (310) 598-9614 Los Angeles · Statewide California
Chapter Four · Employment Law No Fee Unless We Win

Fired.
Harassed.
Heard.

The employer has a lawyer. The employer has HR. The employer has a playbook built for situations exactly like yours. If you are reading this because something happened at work, you need the other side of that equation.

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What We Fight

Common · Not Ordinary
01
Wrongful Termination

Fired after reporting misconduct, taking leave, getting injured, or turning a whistle on something illegal.

02
Discrimination

Race, gender, age, disability, pregnancy, national origin, religion, sexual orientation. Protected classes, real consequences.

03
Harassment

Sexual harassment, hostile work environment, coworker or supervisor misconduct. The law is specific. Enforcement is not automatic.

04
Retaliation

Punished for filing a complaint, cooperating in an investigation, or requesting an accommodation. Itself unlawful.

05
Wage & Hour

Unpaid overtime, missed breaks, off-the-clock work, misclassified as exempt, tip theft. PAGA and class exposure.

06
Leave & Accommodation

FMLA, CFRA, pregnancy leave, disability accommodation. Employers get these wrong constantly.

Tell us what happened.

We listen. We tell you honestly whether you have a case. Then we fight it if you want us to.

Response Same day, usually within the hour Cost No fee unless we win Who answers Brian, directly
Case Intake
Five fields. Thirty seconds. No obligation.

Submitting this form does not create an attorney-client relationship. Prior results do not guarantee a similar outcome.

FAQ

Answers we give every week
How long do I have to file?+
Varies. FEHA claims generally require a DFEH/CRD charge within three years, then a right-to-sue letter. Wage claims run from one to four years by theory. Call early. Evidence disappears.
Will I get fired for complaining?+
Retaliation is unlawful and often adds exposure to the employer. Document everything. We help you think through timing.
What if I signed an arbitration agreement?+
Many are enforceable, many are not. We evaluate the clause, the carve-outs, and the recent case law. PAGA claims often survive arbitration entirely.
Do I need to quit to have a case?+
No. Many strong cases come from still-employed workers. Constructive discharge is a separate analysis.
What does this cost me?+
Nothing up front. We work on contingency. In many employment statutes, fees are shifted to the employer when we prevail.

Tell Us
What Happened.

Free consultation. No obligation. No fee unless we win.

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