◈ Homepage — https://justicelawcorp.com/Skip to content SE HABLA ESPAÑOL GET IN TOUCH FOR A FREE CONSULTATION 818-435-7945 HOME ABOUT US PRACTICE AREAS REVIEWS BLOG CASE RESULTS CONTACT US Advocates by Your Side EXPERIENCED ATTORNEYS ACCESSIBLE TEAM STATEWIDE REACH IMPACTFUL RESULTS REQUEST A FREE CONSULTATION California Employment Lawyer Whether you provide for yourself or your family, you rely on your workplace to be a safe environment where your rights are protected. If your employer fails to follow state and federal laws regarding harassment, discrimination, breaks, and pay, you could be eligible to pursue a lawsuit. If you’re facing a workplace dispute or believe your rights have been violated, you should start by talking with an employment lawyer. Employment law attorneys understand federal and state laws and will know how to protect you and your rights. California employment lawyers will fight to get you the best possible results in your employment law claim. At Justice Law Corporation, we protect your rights and fight aggressively for your well-being. We will use our legal knowledge and skills to develop a strong case for you. You can reach us at (818) 435-7945 to schedule a free consultation in English or Spanish. REQUEST A FREE CONSULTATION Millions Recovered $6,528,558 RECOVERY on behalf of hourly employees against a medical device company (2023) $6,500,000 RECOVERY on behalf of hourly employees against a global equipment rental company (2020) $6,000,000 RECOVERY on behalf of hourly employees against a manufacturing company (2023) $8,500,000 RECOVERY on behalf of hourly employees against an insurance company (2024) $7,500,000 RECOVERY on behalf of hourly employees against a defense company (2023) $6,750,000 RECOVERY on behalf of hourly employees against an oil field contractor (2018) $6,528,558 RECOVERY on behalf of hourly employees against a medical device company (2023) $6,500,000 RECOVERY on behalf of hourly employees against a global equipment rental company (2020) $6,000,000 RECOVERY on behalf of hourly employees against a manufacturing company (2023) $8,500,000 RECOVERY on behalf of hourly employees against an insurance company (2024) $7,500,000 RECOVERY on behalf of hourly employees against a defense company (2023) $6,750,000 RECOVERY on behalf of hourly employees against an oil field contractor (2018) OUR SERVICES How May We Help You? California Practice Areas Washington Practice Areas Wage and Hour Wrongful Termination Employment Class Action FMLA Discrimination Wage and Hour Wrongful Termination Employment Class Action FMLA Discrimination Wage and Hour Wrongful Termination Employment Class Action FMLA Discrimination What Is The Process For An Employment Law Case? Understanding the legal process is critical when seeking justice in an employment law claim. Our California employment lawyers will guide you through the various steps, including the pre-litigation, litigation, and post-litigation process.
 When you work with us, expect us to have the following game plan:  1. Free Case Evaluation At Justice Law Corporation, our experienced and dedicated team will work urgently to discuss your workplace issues and start advocating for your rights immediately. 2. Pre-Litigation 3. Litigation 4. Getting Results REVIEWS Client Success Stories Justice Law was great. All the lawyers and the receptionist were great. They negotiated and argued my case. I’m so grateful for their honesty and integrity in helping me with my case. Thank you! – COMPA B. My experience so far has been very positive. Nico has been communicative and professional since my first contact with the firm. – BEATRICE E. I’m incredibly grateful to Justice Law Corporation for their outstanding support and expertise. I had a positive experience with everyone I spoke with. Highly recommend their firm! – ELIJAH J. This corporation takes care of their clients. Updates are important, and I’m glad they take the time to fill you in on any new information. – JORDAN H. Justice Law was great. All the lawyers and the receptionist were great. They negotiated and argued my case. I’m so grateful for their honesty and integrity in helping me with my case. Thank you! – COMPA B. My experience so far has been very positive. Nico has been communicative and professional since my first contact with the firm. – BEATRICE E. I’m incredibly grateful to Justice Law Corporation for their outstanding support and expertise. I had a positive experience with everyone I spoke with. Highly recommend their firm! – ELIJAH J. This corporation takes care of their clients. Updates are important, and I’m glad they take the time to fill you in on any new information. – JORDAN H. Justice Law was great. All the lawyers and the receptionist were great. They negotiated and argued my case. I’m so grateful for their honesty and integrity in helping me with my case. Thank you! – COMPA B. My experience so far has been very positive. Nico has been communicative and professional since my first contact with the firm. – BEATRICE E. VIEW ALL REVIEWS How We Can Help You As an employee, you have rights that are protected by local, state, and federal laws. We understand that most people aren’t experienced in exercising those rights, even if it feels like they have been violated. If you’ve experienced any kind of rights violation in the workplace, our team will immediately begin investigating your claim to ensure you are treated fairly and get the compensation you deserve.  In most cases, your complaint will be settled outside of court. Our attorneys will use our aggressive negotiation tactics and calculate your full and total damages, so you get the compensation you deserve. If your case can’t be settled outside of court or if your employer refuses to give you what you deserve, we’ll begin preparing your case for trial. With our extensive experience, our lawyers can present your evidence before a judge or jury to get the outcome you deserve.  Employment violation claims don’t just provide settlement money for you and your family. They also force companies and corporations to change their behavior, protecting future employees from the same illegal acts in the future. Contact our team today to learn more about our services. Meet Our Team Veronica Chavez Attorney at Law Kaya Van Dyke Attorney at Law Geneva Hale Attorney at Law Ryan A. Crist Attorney at Law Douglas Han Founder, Attorney at Law Shunt Tatavos-Gharajeh Partner, Attorney at Law Chris Petersen Interim Head of Litigation Strategy (CA), Attorney at Law Talia Lux Lead Associate, Attorney at Law William Wilkinson Attorney at Law Haig Hogdanian Attorney at Law Brian Lam Attorney at Law Triana Henderson Attorney at Law Dean Petitta Attorney at Law Michael Jones Attorney at Law Winthrop Hubbard Attorney at Law April Rhéaume Attorney at Law Veronica Chavez Attorney at Law Kaya Van Dyke Attorney at Law Geneva Hale Attorney at Law Ryan A. Crist Attorney at Law Douglas Han Founder, Attorney at Law Shunt Tatavos-Gharajeh Partner, Attorney at Law Chris Petersen Interim Head of Litigation Strategy (CA), Attorney at Law Talia Lux Lead Associate, Attorney at Law VIEW TEAM Justice Cares is our commitment to giving back and creating lasting change in our communities. We partner with dedicated organizations like the Families Forward Learning Center, The Women’s Room of Friends in Deed, Court Appointed Special Advocates (CASA) of Kern County, Union Station Homeless Services, and others to provide essential services and support to children and families facing hardship. Together, we’re building a stronger, more equitable future for all. 
Justice Cares is one of the many ways we give back to our community and provide dedicated opportunities for our team to get involved. 
 READ MORE Why Choose Us? Proven Track Record Our attorneys have successfully represented clients in numerous employment law cases, securing over half a billion dollars in complex disputes. With a deep understanding of labor laws, we consistently deliver results that protect your rights and interests. Experienced Legal Team Results-Driven Approach Client-Centered Representation Extensive Trial Experience Reputation for Excellence How Can A Lawyer Help Fight Wrongful Termination? Our legal team is honored to protect and advocate for employees who are faced with the challenge of being wrongfully terminated in both California & Washington State. We can protect you by obtaining compensation for emotional distress, late pay due on the day of your termination, back pay, and more. We can also help you push for reinstatement. Contacting an employment attorney is one of the best things to do when fighting a wrongful termination. Your attorney will handle the nuanced steps of making a claim against your discriminatory employer. They will investigate to uncover the ways you were harmed by this potentially illegal action, including emotional suffering, lost benefits, attorney fees, and job search costs. If your termination occurred for illegal reasons, including your membership of a protected class, you should reach out to an employment lawyer right away. You can improve your case’s chance of success by providing evidence, such as details about how you were treated differently or were denied fair wages or rest breaks. If your attorney requests any other information, please respond quickly and honestly to get the best possible outcome in your wrongful termination claim. Our Latest Blog Posts PaperStreet Web Design April 21, 2026 HR Told Me To ‘Work It Out’ With Someone Who Harassed Me — What Are My Rights? You are not required to negotiate your own safety or dignity at work. Workplaces are… Read More PaperStreet Web Design April 16, 2026 My Employer Reduced My Hours After I Filed A Complaint — What Are My Options? Having your hours cut can be a stressful experience for anyone who counts on their… Read More PaperStreet Web Design April 14, 2026 What If The Person Harassing You At Work Is Your Supervisor? Being harassed on the job is a painful and stressful experience that no one should… Read More PaperStreet Web Design April 30, 2026 I Was Fired Shortly After Reporting Misconduct At Work — What Should I Do Next? Workers who are fired from their jobs are often confused about what just happened and… Read More PaperStreet Web Design April 28, 2026 My Employer Says The Harassment Was “Just A Joke” — What Can I Do? Workplace harassment is not a joke. Yet, sometimes people who complain about hostile work environments… Read More PaperStreet Web Design April 23, 2026 I Reported Illegal Activity At Work, And Now I’m Being Written Up — Is That Retaliation? Speaking up about illegal activity at work is hard enough as it is. For people… Read More PaperStreet Web Design April 21, 2026 HR Told Me To ‘Work It Out’ With Someone Who Harassed Me — What Are My Rights? You are not required to negotiate your own safety or dignity at work. Workplaces are… Read More PaperStreet Web Design April 16, 2026 My Employer Reduced My Hours After I Filed A Complaint — What Are My Options? Having your hours cut can be a stressful experience for anyone who counts on their… Read More PaperStreet Web Design April 14, 2026 What If The Person Harassing You At Work Is Your Supervisor? Being harassed on the job is a painful and stressful experience that no one should… Read More PaperStreet Web Design April 30, 2026 I Was Fired Shortly After Reporting Misconduct At Work — What Should I Do Next? Workers who are fired from their jobs are often confused about what just happened and… Read More PaperStreet Web Design April 28, 2026 My Employer Says The Harassment Was “Just A Joke” — What Can I Do? Workplace harassment is not a joke. Yet, sometimes people who complain about hostile work environments… Read More PaperStreet Web Design April 23, 2026 I Reported Illegal Activity At Work, And Now I’m Being Written Up — Is That Retaliation? Speaking up about illegal activity at work is hard enough as it is. For people… Read More PaperStreet Web Design April 21, 2026 HR Told Me To ‘Work It Out’ With Someone Who Harassed Me — What Are My Rights? You are not required to negotiate your own safety or dignity at work. Workplaces are… Read More PaperStreet Web Design April 16, 2026 My Employer Reduced My Hours After I Filed A Complaint — What Are My Options? Having your hours cut can be a stressful experience for anyone who counts on their… Read More PaperStreet Web Design April 14, 2026 What If The Person Harassing You At Work Is Your Supervisor? Being harassed on the job is a painful and stressful experience that no one should… Read More VIEW POSTS What Can I Do If I’m Being Sexually Harassed At Work? Unfortunately, sexual harassment is one of the leading causes behind employment law cases in California and Washington. In some instances, an employer violates the employee’s rights through quid pro quo harassment, where they demand sexual favors in return for higher pay or to keep the job. Other times, the employer fails to provide sexual harassment training or a valid harassment policy. Whether your sexual harassment stems from gender identity discrimination, a hostile work environment, or inappropriate actions from a manager, you deserve help to escape this situation. You can reach out to our employment law attorneys to hold your employer accountable and recover damages for lost wages, pain and suffering, and other damages. Don’t go at it alone when overcoming harassment in any form. If the harassment is based on your membership of a protected class, including age, national origin, race, gender, sexual orientation, or gender identity, you could seek compensation in an employment lawsuit. Call our law firm now to pursue justice if you are located in Washington or California and reach a favorable conclusion in your case. Can Our Employment Lawyers Help You? It can be extremely stressful when you or a loved one is dealing with employment law matters. You may wonder whether you will be able to keep your job or if you might face other retaliation by coming forward with information against a co-worker or employer. California, Washington, and U.S. employment laws protect individuals from employer retaliation, and holding an employer accountable for their illegal activity is essential to provide a safe environment for yourself and future workers. Whether your employer violated wage and hour laws, permitted workplace discrimination, or violated other fair employment laws, you deserve excellent legal counsel and representation. This is why our team of attorneys operates on a contingency fee basis. We want to provide the services you deserve in a compassionate way that doesn’t cost you attorney fees unless we get results. Only when employers are held accountable will we see true change in the workplace. Our legal team has handled hundreds of cases where employees were treated unfairly, including whistleblower cases. We would be honored to support you as you recover from harm caused by the illegal actions at your workplace. Call 818-435-7945 now to learn more about how we can help. REQUEST A FREE CONSULTATION Frequently Asked Questions What Wage and Hour Laws Govern California Workplaces? Employers are required by law to pay employees at least a minimum wage, which is governed by a variety of local, state, and federal laws. Employers are also required to provide adequate rest breaks for the health and safety of their employees. All employees are entitled to meal breaks, overtime pay, and reimbursement for certain job-related expenses. Wage and hour laws are complex, and the specifics of your job duties could influence your rights. For more information about California wage and hour laws, contact our law office today. What Classes Are Protected from Discrimination in California? How Can I Use Family and Medical Leave (FMLA) Time Without Affecting My Employment? What Should I Do if My FMLA Leave Results in Retaliation from My Employer? What Damages Can I Recover Following a Sexual Harassment Suit? What Are Some Illegal Reasons for Terminating an Employee? How Can I Improve My Chances of a Successful Employment Law Case? What is the Fair Labor Standards Act (FLSA)? Get in Touch Contact us to request a free consultation! Choose State California Washington Other Characters remaining: 1500 By checking this box, you agree to receive SMS messages from Justice Law Corporation related to conversational purposes. You may reply STOP to opt out at any time. Reply HELP to 818-435-7945 for assistance. Message and data rates may apply. Message frequency will vary. Learn more on our Privacy Policy and Terms & Conditions. Alternative: 818-435-7945 Connect With Us! Who We Are Our attorneys offer more than incomparable experience and expertise in our fields. We are advocates in the truest sense of the word. With us, you don’t just get a lawyer – you get a whole team of people who are invested in the justice you seek and will be by your side every step of the way. California Address 751 N Fair Oaks Ave. Suite 101 Pasadena, CA 91103 Washington Address 1215 Fourth Ave. Suite 1630 Seattle, WA 98101 Copyright © 2025 Justice Law Corporation. All rights reserved. | Privacy Policy | Sitemap | Disclaimer ◈ Interior Pages — 68 pages crawledCase Results | Justice Law Corporation --> Skip to content se habla español GET IN TOUCH FOR A FREE CONSULTATION 818-230-7502 Home About Us Attorneys Justice Cares Careers Practice Areas California Meal and Rest Breaks Overtime Off the Clock Work Discrimination Age Discrimination Disability Discrimination Gender Discrimination Marital Status Discrimination Parental Status Discrimination Pregnancy Discrimination Racial Discrimination Religious Discrimination Sexual Orientation Discrimination Employment Class Action Equal Pay FMLA Minimum Wage Sexual Harassment Unpaid Wages Unpaid Commissions and Bonuses Unpaid Travel Time Unpaid Vacation and PTO Unreimbursed Expenses Wage and Hour Wrongful Termination Washington Employment Class Action Equal Pay Wage & Hour FMLA Minimum Wage Wrongful Termination Misclassification Sexual Harassment Unpaid Wages Reviews Blog Case Results Contact Us Call Us Now Email Us Now Home About Us Attorneys Justice Cares Careers Practice Areas California Meal and Rest Breaks Overtime Off the Clock Work Discrimination Age Discrimination Disability Discrimination Gender Discrimination Marital Status Discrimination Parental Status Discrimination Pregnancy Discrimination Racial Discrimination Religious Discrimination Sexual Orientation Discrimination Employment Class Action Equal Pay FMLA Minimum Wage Sexual Harassment Unpaid Wages Unpaid Commissions and Bonuses Unpaid Travel Time Unpaid Vacation and PTO Unreimbursed Expenses Wage and Hour Wrongful Termination Washington Employment Class Action Equal Pay Wage & Hour FMLA Minimum Wage Wrongful Termination Misclassification Sexual Harassment Unpaid Wages Reviews Blog Case Results Contact Us Advocates by Your Side Case Results Millions Recovered $15,000,000  Recovery on behalf of hourly employees against a healthcare company (2025) $8,500,000  Recovery on behalf of hourly employees against an insurance company (2024) $7,500,000 Recovery on behalf of hourly employees against a defense company (2023) $6,750,000  Recovery on behalf of hourly employees against an oil field contractor (2018) $6,528,558  Recovery on behalf of hourly employees against a medical device company (2023) $6,500,000  Recovery on behalf of hourly employees against a global equipment rental company (2020) $6,000,000  Recovery on behalf of hourly employees against a food processing company (2025) $6,000,000  Recovery on behalf of hourly employees against a manufacturing company (2023) $5,500,000 Recovery on behalf of hourly employees against a medical device company (2024) $5,400,000 Recovery on behalf of hourly employees against a tire company (2024) $5,000,000  Recovery on behalf of hourly employees against a steel manufacturing company (2022) $5,000,000 Recovery on behalf of hourly employees against an electronics manufacturer (2021) $4,500,000  Recovery on behalf of hourly employees against a delivery company (2024) $4,166,181  Recovery on behalf of hourly employees against a medical device company (2025) $4,000,000  Recovery on behalf of hourly employees against a packaging manufacturer (2025) $3,740,000  Recovery on behalf of hourly employees against a manufacturing company (2023) $3,720,000  Recovery on behalf of hourly employees against a construction company (2022) $3,500,000 Recovery on behalf of hourly employees against a healthcare company (2021) $3,500,000  Recovery on behalf of hourly employees against an aerospace company (2022) $3,350,000  Recovery on behalf of hourly employees against a social media company (2024) $3,200,000  Recovery on behalf of hourly employees against a staffing company (2024) $3,150,000  Recovery on behalf of hourly employees against a healthcare company (2022) $3,000,000  Recovery on behalf of hourly employees against a healthcare company (2025) $3,000,000  Recovery on behalf of hourly employees against a health and wellness company (2025) $3,000,000  Recovery on behalf of hourly employees against a medical technology company (2025) $3,000,000  Recovery on behalf of hourly employees against an oil company (2021) $2,809,965 Recovery on behalf of hourly employees against a mortgage lender (2021) $2,750,000 Recovery on behalf of hourly employees against a manufacturing company (2024) $2,750,000  Recovery  on behalf of hourly employees against a credit union (2022) $2,740,000 Recovery on behalf of hourly employees against a mortgage lender (2021) $2,712,416  Recovery on behalf of hourly employees against a brewing company (2023) $2,650,000 Recovery on behalf of hourly employees against an HVAC equipment company (2024) $2,500,000 Recovery on behalf of hourly employees against an auto dealership (2025) $2,500,000 Recovery on behalf of hourly employees against a packaging manufacturer (2025) $2,500,000 Recovery on behalf of hourly employees against a mattress company (2023) $2,500,000  Recovery on behalf of hourly employees against a talent agency (2023) $2,500,000 Recovery on behalf of hourly employees against a semiconductor manufacturer (2023) $2,500,000  Recovery on behalf of hourly employees against a medical device company (2021) $2,500,000 Recovery on behalf of hourly employees against a textile company (2023) $2,500,000  Recovery on behalf of hourly employees against a food distribution company (2023) $2,495,000  Recovery on behalf of hourly employees against a property management company (2021) $2,400,000   Recovery on behalf of hourly employees against a resort and spa (2023) $2,400,000  Recovery on behalf of hourly employees against a plastics company (2021) $2,400,000   Recovery on behalf of hourly employees against a construction company (2022) $2,380,000  Recovery on behalf of hourly employees against a construction company (2023) $2,300,000   Recovery on behalf of hourly employees against a construction company (2024) $2,250,000   Recovery on behalf of hourly employees against a plastics manufacturer (2022) $2,250,000  Recovery on behalf of hourly employees against a manufacturing company (2023) $2,240,000 Recovery on behalf of hourly employees against a global manufacturer (2025) $2,187,936 Recovery on behalf of hourly employees against a moving company (2023) $2,164,308 Recovery on behalf of hourly employees against a pharmaceutical company (2022) $2,074,002 Recovery on behalf of hourly employees against a semiconductor company (2024) $2,000,000 Recovery on behalf of hourly employees against a farming company (2022) $2,000,000 Recovery on behalf of hourly employees against a cattle company (2022) $2,000,000 Recovery on behalf of hourly employees against a property management company (2022) $2,000,000 Recovery on behalf of hourly employees against a healthcare company (2023) Get in Touch Contact us to request a free consultation! Choose State California Washington Other Characters remaining: 1500 By checking this box, you agree to receive SMS messages from Justice Law Corporation related to your legal inquiry. You may reply STOP to opt out at any time. Reply HELP to 818-230-7502 for assistance. Message and data rates may apply. Message frequency will vary. Learn more on our Privacy Policy and Terms & Conditions . Latest Blog Posts PaperStreet Web Design April 30, 2026 I Was Fired Shortly After Reporting Misconduct at Work — What Should I Do Next? Read More PaperStreet Web Design April 28, 2026 My Employer Says the Harassment Was “Just a Joke” — What Can I Do? Read More View More Posts Reviews View All Reviews 818-230-7502 Connect With Us! Who We Are Our attorneys offer more than incomparable experience and expertise in our fields. We are advocates in the truest sense of the word. With us, you don’t just get a lawyer – you get a whole team of people who are invested in the justice you seek and will be by your side every step of the way. California Address 751 N Fair Oaks Ave. Suite 101 Attorney Ryan A. Crist | Justice Law Corporation --> Skip to content se habla español GET IN TOUCH FOR A FREE CONSULTATION 818-230-7502 Home About Us Attorneys Justice Cares Careers Practice Areas California Meal and Rest Breaks Overtime Off the Clock Work Discrimination Age Discrimination Disability Discrimination Gender Discrimination Marital Status Discrimination Parental Status Discrimination Pregnancy Discrimination Racial Discrimination Religious Discrimination Sexual Orientation Discrimination Employment Class Action Equal Pay FMLA Minimum Wage Sexual Harassment Unpaid Wages Unpaid Commissions and Bonuses Unpaid Travel Time Unpaid Vacation and PTO Unreimbursed Expenses Wage and Hour Wrongful Termination Washington Employment Class Action Equal Pay Wage & Hour FMLA Minimum Wage Wrongful Termination Misclassification Sexual Harassment Unpaid Wages Reviews Blog Case Results Contact Us Call Us Now Email Us Now Home About Us Attorneys Justice Cares Careers Practice Areas California Meal and Rest Breaks Overtime Off the Clock Work Discrimination Age Discrimination Disability Discrimination Gender Discrimination Marital Status Discrimination Parental Status Discrimination Pregnancy Discrimination Racial Discrimination Religious Discrimination Sexual Orientation Discrimination Employment Class Action Equal Pay FMLA Minimum Wage Sexual Harassment Unpaid Wages Unpaid Commissions and Bonuses Unpaid Travel Time Unpaid Vacation and PTO Unreimbursed Expenses Wage and Hour Wrongful Termination Washington Employment Class Action Equal Pay Wage & Hour FMLA Minimum Wage Wrongful Termination Misclassification Sexual Harassment Unpaid Wages Reviews Blog Case Results Contact Us Advocates by Your Side Ryan A. Crist Attorney at Law Ryan is a senior attorney at Justice Law Corporation with more than 15 years of experience litigating complex, high-stakes cases on behalf of workers and consumers. Throughout his career, he has represented thousands of individuals in class and mass actions involving wage theft, harassment, discrimination, and other unlawful employment practices. In addition to employment matters, Ryan has litigated cases involving toxic environmental exposure, consumer fraud, elder abuse, and wildfire-related claims. His breadth of experience in large-scale civil litigation informs a strategic, detail-oriented approach to case development and resolution. Ryan is known for his command of civil procedure, careful factual analysis, and disciplined courtroom advocacy. Courts have appointed him as lead counsel in numerous class and mass actions, reflecting both his litigation experience and the trust placed in his leadership. He has also been recognized as a Super Lawyers Rising Star for four consecutive years. At Justice Law Corporation, Ryan brings deep litigation experience and judgment to the firm’s worker-focused practice, helping position complex cases for meaningful outcomes through careful preparation and sustained legal pressure. Education Admissions Honors & Awards Publications J.D., Pepperdine Caruso School of Law B.S., Psychology (Pre-Law Minor), Cal Poly, San Luis Obispo Admitted to practice in California; admitted before the United States District Court for the Central District of California, the United States District Court for the Eastern District of California, the United States District Court for the Northern District of California, and the United States Court of Appeals for the Ninth Circuit. California Supreme Court Super Lawyers, Rising Star (2023, 2024, 2025, 2026) Down, But Not Out: Call-recording class actions and the California Invasion of Privacy Act, Advocate Magazine (2020) Get in Touch Contact us to request a free consultation! Choose State California Washington Other Characters remaining: 1500 By checking this box, you agree to receive SMS messages from Justice Law Corporation related to your legal inquiry. You may reply STOP to opt out at any time. Reply HELP to 818-230-7502 for assistance. Message and data rates may apply. Message frequency will vary. Learn more on our Privacy Policy and Terms & Conditions . Latest Blog Posts PaperStreet Web Design April 30, 2026 I Was Fired Shortly After Reporting Misconduct at Work — What Should I Do Next? Read More PaperStreet Web Design April 28, 2026 My Employer Says the Harassment Was “Just a Joke” — What Can I Do? Read More View More Posts Reviews View All Reviews 818-230-7502 Connect With Us! Who We Are Our attorneys offer more than incomparable experience and expertise in our fields. We are advocates in the truest sense of the word. With us, you don’t just get a lawyer – you get a whole team of people who are invested in the justice you seek and will be by your side every step of the way. California Address 751 N Fair Oaks Ave. Suite 101 Pasadena, CA 91103 Washington Address 1215 Fourth Ave. Suite 1630 Seattle, WA 98101 Copyright © 2025 Justice Law Corporation. All rights reserved. | Privacy Policy | Sitemap | Disclaimer California FMLA Lawyers | Justice Law Corporation --> Skip to content se habla español GET IN TOUCH FOR A FREE CONSULTATION 818-230-7502 Home About Us Attorneys Justice Cares Careers Practice Areas California Meal and Rest Breaks Overtime Off the Clock Work Discrimination Age Discrimination Disability Discrimination Gender Discrimination Marital Status Discrimination Parental Status Discrimination Pregnancy Discrimination Racial Discrimination Religious Discrimination Sexual Orientation Discrimination Employment Class Action Equal Pay FMLA Minimum Wage Sexual Harassment Unpaid Wages Unpaid Commissions and Bonuses Unpaid Travel Time Unpaid Vacation and PTO Unreimbursed Expenses Wage and Hour Wrongful Termination Washington Employment Class Action Equal Pay Wage & Hour FMLA Minimum Wage Wrongful Termination Misclassification Sexual Harassment Unpaid Wages Reviews Blog Case Results Contact Us Call Us Now Email Us Now Home About Us Attorneys Justice Cares Careers Practice Areas California Meal and Rest Breaks Overtime Off the Clock Work Discrimination Age Discrimination Disability Discrimination Gender Discrimination Marital Status Discrimination Parental Status Discrimination Pregnancy Discrimination Racial Discrimination Religious Discrimination Sexual Orientation Discrimination Employment Class Action Equal Pay FMLA Minimum Wage Sexual Harassment Unpaid Wages Unpaid Commissions and Bonuses Unpaid Travel Time Unpaid Vacation and PTO Unreimbursed Expenses Wage and Hour Wrongful Termination Washington Employment Class Action Equal Pay Wage & Hour FMLA Minimum Wage Wrongful Termination Misclassification Sexual Harassment Unpaid Wages Reviews Blog Case Results Contact Us Advocates by Your Side California FMLA Lawyers Helping Clients Recover Their Jobs, Lost Wages, and More Even the best employees need time off sometimes. This may be for medical reasons or to spend time with a newborn child. Whether you have taken off work for a serious health condition or to have more time with a new family member, you may be protected under the Family Medical Leave Act (FMLA), which is a federal law. The California Family Rights Act (CFRA) also offers protection for eligible employees. When taking medical leave, it is important to understand whether you qualify for benefits. These laws can be technical and nuanced, so it is critical to speak with an employment lawyer about your unique situation. An attorney, like those at Justice Law Corporation, will help analyze your circumstances to determine the best path forward. Your lawyer will also stand by your side to fight for the benefits associated with your medical leave. If you have had your FMLA rights violated by a covered employer, please reach out to Justice Law Corporation right away. We can help you keep your job, protecting your ability to provide for yourself and your family. We have worked with countless clients to hold employers accountable according to state and federal law. Call 818-230-7502 immediately to schedule a complimentary consultation with our compassionate, hard-working legal team. What Leaves of Absence are Covered Under the FMLA? Not every leave of absence is considered qualifying family or medical leave. The law protects individuals who must stay home to recover from an unexpected illness or injury or to care for a close family member experiencing a medical emergency. The law provides additional benefits for family members of military service members. Some circumstances that would be covered under the Family Medical Leave Act (FMLA) include: Providing care for immediate family members who are suffering or recovering from a serious health condition Treating and recovering from personal health conditions, including pregnancy and childbirth Caring for and bonding with a baby following childbirth, adoption, or foster care Offering care for a family member who is in the military and has suffered injury or illness (up to 26 weeks of unpaid leave) It is crucial to remember that unpaid job-protected leave requires ongoing inpatient care or doctor supervision. If you aren’t sure whether your case falls under FMLA or CFRA protection, please reach out to our attorneys immediately. What Leaves of Absence are Covered Under the CFRA? CFRA allows employees to take up to 12 weeks of unpaid, job-protected leave in California. Similar to FMLA, individuals who must stay home to recover from illnesses or to care for an ill loved one are protected under this act. Some circumstances that would be covered under the CFRA include: Bonding with a new child by birth, adoption, or foster care placement Caring for a child, spouse, partner, or other relative with a serious health condition Recovering from personal health conditions Other circumstances may warrant a leave of absence but for a different period of time. For instance, employees who have suffered a reproductive loss event are eligible for a minimum of five days of leave. Employees who are disabled by pregnancy may be eligible for up to four months of leave. How Is FMLA Eligibility Determined? Qualifying for unpaid leave during or after a serious health condition can be complicated. However, recent changes to the California Family Rights Act have made it easier to achieve eligibility for family and medical leave. Eligibility under federal laws is stricter than utilizing California law related to family/medical leave. Qualifying for FMLA Leave Federal law requires individuals to prove that their leave of absence is based on the illness of an immediate family member, personal physical or mental condition, or leave to bond with a new child. Individuals seeking FMLA leave must also be employed by a private sector employer with 50 or more employees within a 75-mile radius. The person must also have worked for the employer for a minimum number of hours within the 12 months preceding the requested FMLA leave. Qualifying for Family and Medical Leave Under CFRA CFRA leave, which is governed by California law, is much less restrictive than federal statutes. For example, according to recent updates to the CFRA, a person can request a 12-week leave of absence to care for a “designated person,” which may include immediate family members, registered domestic partners, or other individuals who are like family. Additionally, CFRA benefits extend to individuals employed by smaller companies, including those with five or more employees. The geographical qualification has been eliminated when considering individuals for CFRA leave. Finally, parents do not have to split their 12 weeks of leave but may each be entitled to up to 12 weeks of CFRA leave to bond with their new child. If you need help proving you are an eligible employee who deserves protection under California’s fair employment laws, please contact our attorneys today. What Constitutes a Violation of FMLA? Employers may request documentation from a certified healthcare provider before allowing medical leave for a serious health condition or family leave under FMLA. They may also require advance notice of 15 days to permit the unpaid leave. However, certain actions are not permissible according to employment laws. For example, the following actions could constitute a violation of the Family Medical Leave Act (FMLA): Your covered employer denied you FMLA leave for an eligible absence Your employer adjusts your employment record to make it appear that you are not eligible for FMLA leave Your employer treated you unfairly in retaliation for exercising your rights, such as firing you, harassing you, demoting you, or threatening to do any of these Your employer mistakenly qualifies you as an independent contractor to avoid having to give you FMLA leave Your employer doesn’t return you to an equal or comparable status or position upon return to work What Should I Do if My Employer Violated My FMLA Rights? If you or a loved one has had their employment threatened following FMLA leave or CFRA California Sexual Orientation Discrimination Attorney | Justice Law Corporation --> Skip to content se habla español GET IN TOUCH FOR A FREE CONSULTATION 818-230-7502 Home About Us Attorneys Justice Cares Careers Practice Areas California Meal and Rest Breaks Overtime Off the Clock Work Discrimination Age Discrimination Disability Discrimination Gender Discrimination Marital Status Discrimination Parental Status Discrimination Pregnancy Discrimination Racial Discrimination Religious Discrimination Sexual Orientation Discrimination Employment Class Action Equal Pay FMLA Minimum Wage Sexual Harassment Unpaid Wages Unpaid Commissions and Bonuses Unpaid Travel Time Unpaid Vacation and PTO Unreimbursed Expenses Wage and Hour Wrongful Termination Washington Employment Class Action Equal Pay Wage & Hour FMLA Minimum Wage Wrongful Termination Misclassification Sexual Harassment Unpaid Wages Reviews Blog Case Results Contact Us Call Us Now Email Us Now Home About Us Attorneys Justice Cares Careers Practice Areas California Meal and Rest Breaks Overtime Off the Clock Work Discrimination Age Discrimination Disability Discrimination Gender Discrimination Marital Status Discrimination Parental Status Discrimination Pregnancy Discrimination Racial Discrimination Religious Discrimination Sexual Orientation Discrimination Employment Class Action Equal Pay FMLA Minimum Wage Sexual Harassment Unpaid Wages Unpaid Commissions and Bonuses Unpaid Travel Time Unpaid Vacation and PTO Unreimbursed Expenses Wage and Hour Wrongful Termination Washington Employment Class Action Equal Pay Wage & Hour FMLA Minimum Wage Wrongful Termination Misclassification Sexual Harassment Unpaid Wages Reviews Blog Case Results Contact Us Advocates by Your Side California Sexual Orientation Discrimination Attorney California has been at the forefront of protecting the rights of those in the LGBTQIA+ community, but just because the laws prohibit discrimination doesn’t mean it is no longer a problem in the workplace. The fact is that companies are continuing to discriminate on the basis of sexual orientation. Unless employees act to enforce their rights, that discrimination is likely to continue. At Justice Law Corporation, we fight to uphold the rights of employees in the workplace, including situations where workers have been treated unfairly due to their sexual orientation. We work to recover compensation for advantages lost and emotional anguish triggered by unlawful discrimination. In some cases, we may be able to obtain specific relief, such as a promotion that was unfairly denied. To find out what may be possible in your case, we invite you to contact our team for a confidential, free consultation with a knowledgeable California sexual orientation discrimination attorney. Understanding the Forms Discrimination Can Take At the most basic level, discrimination involves treating someone differently because of specific characteristics that they have. When the characteristics are protected by law, discrimination is illegal. Sexual orientation is one of the factors protected by law in California. Gender identity, transgender status, gender expression, and other factors related to sex, gender , and marital status are also protected under the law. An employer is not allowed to treat you negatively because of these factors. It is not always obvious when discrimination occurs in the workplace, as it can be very subtle. An employer might openly fire someone because the employer disapproves of the employee’s sexual orientation, but often, the employer will hide the actual reason for the termination, and it becomes necessary for a California sexual orientation discrimination attorney to investigate to gain proof of the reason for wrongful termination . Many types of actions can constitute a violation of employment anti-discrimination laws. In addition to terminating a worker, an employer might unlawfully discriminate on the basis of sexual orientation by: Refusing to hire a prospective employee because they are wearing apparel supporting LGBTQIA+ issues Providing training to workers with a particular sexual orientation while denying training to other workers Paying workers differently or providing more valuable benefits to workers with a particular sexual orientation Giving an employee a poor performance review because of their sexual preferences or to retaliate because they complained about discriminatory treatment Advertising for new employees with language that indicates a preferred sexual orientation Harassing an employee because of their gender identity Giving workers less desirable assignments or job shifts because of their sexual orientation Excluding certain workers from meetings or other company events It does not matter what an employee’s sexual orientation or gender identity is. Employers are not allowed to use these factors as a basis for making employment decisions. Unlawful Harassment While some employment laws apply only to employers with at least five employees, California law prohibits workplace harassment regardless of workplace size. Employers have an obligation to take reasonable steps to prevent harassment on the basis of sexual orientation, and for many employers, that includes training employees on what constitutes harassment and how to avoid it. Employers can be held liable for harassment that originates with a supervisor, but they can also be liable for harassment that comes from co-workers, vendors, contractors, and even customers. When a supervisor knows that harassment is occurring and doesn’t take appropriate action to end it, then the employer is in violation of the law, and a California sexual orientation discrimination attorney at Justice Law Corporation may be able to recover compensation for the workers who have suffered as a result. Examples of Harassing conduct include: Spreading rumors Verbal abuse or bullying Assigning unrealistic workloads Making offensive jokes Ridiculing someone Posting offensive cartoons or pictures Often, an employer will insist that harassing conduct was meant as a joke and that there’s no harm in it. But jokes at someone’s expense can be hurtful, creating an atmosphere that makes a worker uncomfortable and interferes with their ability to perform job tasks. When harassment is severe or happens continually, it creates a hostile work environment that is considered a form of illegal workplace discrimination. State and Federal Laws That Prohibit Discrimination on the Basis of Sexual Orientation Employment discrimination is prohibited by Title VII of the Civil Rights Act of 1964 , as interpreted by the U.S. Supreme Court , and the California Fair Employment and Housing Act (FEHA), as well as implementing state and federal regulations. Generally, the protections offered under California state law are greater than those provided under federal law. For instance, the anti-discrimination provisions of the FEHA apply to employers with 5 or more employees, whereas the federal provisions apply only to employers with 15 or more employees. FAQs About Sexual Orientation Discrimination in California Questions regarding the rights of employees with respect to sexual orientation, gender identity, and related issues are very common, and we don’t have the space or the ability to answer them fully here. If you contact Justice Law directly, a California sexual orientation discrimination attorney can provide answers based on the specific circumstances of your case. For general information, here are some broad answers to some of the questions we receive most often. What Agencies Are Involved in Enforcing the Laws Prohibiting Discrimination on The Basis of Sexual Orientation and Gender Identity? The U.S. Equal Employment Opportunity Commission (EEOC) is the federal agency in charge of enforcing civil rights in the workplace. This includes the Civil Rights Act and other laws such as the Americans with Disabilities Act and the Age Discrimination in Employme Attorneys | Justice Law Corporation --> Skip to content se habla español GET IN TOUCH FOR A FREE CONSULTATION 818-230-7502 Home About Us Attorneys Justice Cares Careers Practice Areas California Meal and Rest Breaks Overtime Off the Clock Work Discrimination Age Discrimination Disability Discrimination Gender Discrimination Marital Status Discrimination Parental Status Discrimination Pregnancy Discrimination Racial Discrimination Religious Discrimination Sexual Orientation Discrimination Employment Class Action Equal Pay FMLA Minimum Wage Sexual Harassment Unpaid Wages Unpaid Commissions and Bonuses Unpaid Travel Time Unpaid Vacation and PTO Unreimbursed Expenses Wage and Hour Wrongful Termination Washington Employment Class Action Equal Pay Wage & Hour FMLA Minimum Wage Wrongful Termination Misclassification Sexual Harassment Unpaid Wages Reviews Blog Case Results Contact Us Call Us Now Email Us Now Home About Us Attorneys Justice Cares Careers Practice Areas California Meal and Rest Breaks Overtime Off the Clock Work Discrimination Age Discrimination Disability Discrimination Gender Discrimination Marital Status Discrimination Parental Status Discrimination Pregnancy Discrimination Racial Discrimination Religious Discrimination Sexual Orientation Discrimination Employment Class Action Equal Pay FMLA Minimum Wage Sexual Harassment Unpaid Wages Unpaid Commissions and Bonuses Unpaid Travel Time Unpaid Vacation and PTO Unreimbursed Expenses Wage and Hour Wrongful Termination Washington Employment Class Action Equal Pay Wage & Hour FMLA Minimum Wage Wrongful Termination Misclassification Sexual Harassment Unpaid Wages Reviews Blog Case Results Contact Us Advocates by Your Side Attorneys Douglas Han Founder, Attorney at Law Read More Shunt Tatavos-Gharajeh Partner , Attorney at Law Read More Talia Lux Lead Associate , Attorney at Law Read More William Wilkinson Attorney at Law Read More Haig Hogdanian Attorney at Law Read More Chris Petersen Interim Head of Litigation Strategy (CA) , Attorney at Law Read More Brian Lam Attorney at Law Read More Michael Jones Attorney at Law Read More Triana Henderson Attorney at Law Read More April Rhéaume Attorney at Law Read More Dean Petitta Attorney at Law Read More Winthrop Hubbard Attorney at Law Read More Veronica Chavez Attorney at Law Read More Kaya Van Dyke Attorney at Law Read More Geneva Hale Attorney at Law Read More Ryan A. Crist Attorney at Law Read More Get in Touch Contact us to request a free consultation! Choose State California Washington Other Characters remaining: 1500 By checking this box, you agree to receive SMS messages from Justice Law Corporation related to conversational purposes. You may reply STOP to opt out at any time. Reply HELP to 818-230-7502 for assistance. Message and data rates may apply. Message frequency will vary. Learn more on our Privacy Policy and Terms & Conditions . 818-230-7502 Connect With Us! Who We Are Our attorneys offer more than incomparable experience and expertise in our fields. We are advocates in the truest sense of the word. With us, you don’t just get a lawyer – you get a whole team of people who are invested in the justice you seek and will be by your side every step of the way. California Address 751 N Fair Oaks Ave. Suite 101 Pasadena, CA 91103 Washington Address 1215 Fourth Ave. Suite 1630 Seattle, WA 98101 Copyright © 2025 Justice Law Corporation. All rights reserved. | Privacy Policy | Sitemap | Disclaimer California Minimum Wage Lawyer | Justice Law Corporation --> Skip to content se habla español GET IN TOUCH FOR A FREE CONSULTATION 818-230-7502 Home About Us Attorneys Justice Cares Careers Practice Areas California Meal and Rest Breaks Overtime Off the Clock Work Discrimination Age Discrimination Disability Discrimination Gender Discrimination Marital Status Discrimination Parental Status Discrimination Pregnancy Discrimination Racial Discrimination Religious Discrimination Sexual Orientation Discrimination Employment Class Action Equal Pay FMLA Minimum Wage Sexual Harassment Unpaid Wages Unpaid Commissions and Bonuses Unpaid Travel Time Unpaid Vacation and PTO Unreimbursed Expenses Wage and Hour Wrongful Termination Washington Employment Class Action Equal Pay Wage & Hour FMLA Minimum Wage Wrongful Termination Misclassification Sexual Harassment Unpaid Wages Reviews Blog Case Results Contact Us Call Us Now Email Us Now Home About Us Attorneys Justice Cares Careers Practice Areas California Meal and Rest Breaks Overtime Off the Clock Work Discrimination Age Discrimination Disability Discrimination Gender Discrimination Marital Status Discrimination Parental Status Discrimination Pregnancy Discrimination Racial Discrimination Religious Discrimination Sexual Orientation Discrimination Employment Class Action Equal Pay FMLA Minimum Wage Sexual Harassment Unpaid Wages Unpaid Commissions and Bonuses Unpaid Travel Time Unpaid Vacation and PTO Unreimbursed Expenses Wage and Hour Wrongful Termination Washington Employment Class Action Equal Pay Wage & Hour FMLA Minimum Wage Wrongful Termination Misclassification Sexual Harassment Unpaid Wages Reviews Blog Case Results Contact Us Advocates by Your Side California Minimum Wage Lawyer In California, minimum wage rules have been changing faster than in most other parts of the country, and employers are required to abide by local requirements as well as state standards. Many times, companies aren’t living up to their obligations, and employees are missing out on wages they are owed under the law. When that happens, a California minimum wage lawyer at Justice Law Corporation can help you recover compensation for the wages that have been wrongfully withheld and work to obtain other benefits as well. By standing up for your right to fair wages, you not only protect your own future but also secure the rights of others and make your workplace better for everyone. Understanding General Minimum Wage Requirements California first established a minimum wage for workers in 1916, more than a century ago. The federal government didn’t create a national minimum until 1938, and even then, the federal rate was substantially lower than the rate set by California lawmakers. Local city and county governments in California also establish their own minimum rate standards. Employees are entitled to receive the applicable rate that is highest in the location where they work. The current federal minimum wage of $7.25 per hour has remained unchanged since 2009. By contrast, California minimum wage rates are indexed to the consumer price index to increase with inflation. (If the price index decreases, however, the minimum wage will not be lowered.) Local rates are also frequently adjusted upward. Employers who don’t keep careful account of the changes and the variations can unintentionally cheat employees out of income they deserve under the law. The general minimum wage in California is set at $16.50 for 2025 and expected to rise to $16.90 for 2026. Unlike the federal minimum wage and the rules in other states, California laws require employers to pay tipped employees the full minimum wage with no offset for tip income. Moreover, workers in certain industries are entitled to a higher rate of pay, which can be influenced by factors such as the number of employees, the type of work facility, and the local requirements. While California’s overall minimum wage obligations are no longer impacted by the number of employees at a business, the rates required by some local communities may vary depending on the number of workers employed or the size of the facility. As an example, Los Angeles has established a special minimum wage for employees of hotels with 60 or more rooms. A minimum wage lawyer in California knows it is important to check details carefully when trying to determine whether a worker is being paid in compliance with legal requirements. Special Rates for Workers in the Fast Food Business Recognizing the challenges faced by those who work in fast food restaurants, California lawmakers created a Fast Food Council with the authority to adopt employment standards for fast food restaurants. Lawmakers also established a higher minimum wage for fast food employees, and they authorized the Fast Food Council to increase that rate in the future. The initial rate of $20.00 per hour could be increased at any time, so the team at Justice Law Corporation monitors the workings of the Council and all government bodies tasked with setting minimum wage rates. Employees should be receiving the special minimum wage when they work for a “fast food restaurant.” This is defined as a restaurant with: A primary business of selling food and drinks for immediate consumption Limited or no table service (where customers order and pay for items before receiving and consuming them) An identity as part of a chain of at least 60 restaurants throughout the U.S. (It does not matter whether the business is owned by the chain or operated as a franchise.) Some restaurants are exempt from these minimum wage requirements. If the restaurant is located in the grocery store, then workers employed by the store do not have to be paid the fast-food minimum wage. The same is true for restaurants operating in airports, hotels, event centers, theme parks, public recreation facilities, museums, and gambling facilities. Certain bakeries are exempt from this minimum wage, as are restaurant companies that operate solely to serve their own employees. However, many employers claim to be exempt when they should actually be paying the higher rates. Therefore, it is worthwhile to consult a California minimum wage lawyer at Justice Law Corporation if you are receiving wages that do not align with the fast-food restaurant requirements. Workers in the Health Care Industry Similar to the provisions of the special minimum wage laws for the fast food business, the unique minimum wage requirements for California employees who work in the health care industry are applied according to the facility an employee works for, rather than the type of work performed. What Types of Workers are Covered? Any worker who provides services related to health care or services that support health care is covered by the special minimum wage requirements, so long as they work for a facility that is subject to these new rules. This includes services such as: Nursing Services of medical residents, interns, and fellows Janitorial Housekeeping and laundry Groundskeeping Clerical, scheduling, and call center duties Guard services Medical coding and billing Warehouse work Gift shop employees When these services are performed at a covered healthcare facility, workers should be paid the minimum wage applicable to that facility. Different Rates for Different Types of Facilities The minimum wage for workers at covered health care facilities varies according to the type of facility, and these rates are set to increase annually either to a specific rate or to a rate adjusted for inflation. The rates are highest for workers employed by hospitals or integrated health systems with 10,000 or more full-time employees, certain health facilities run by large counties, and dialysis clinics. Facilities run by small counties and “safety net” hospitals are required to pay much lower wages, although these wages are still higher than the state minimum wage. Other facilities are required to pay a minimum wage rate that falls b Washington Employment Law Attorney | Seattle Employment Lawyer --> Skip to content se habla español GET IN TOUCH FOR A FREE CONSULTATION 818-230-7502 Home About Us Attorneys Justice Cares Careers Practice Areas California Meal and Rest Breaks Overtime Off the Clock Work Discrimination Age Discrimination Disability Discrimination Gender Discrimination Marital Status Discrimination Parental Status Discrimination Pregnancy Discrimination Racial Discrimination Religious Discrimination Sexual Orientation Discrimination Employment Class Action Equal Pay FMLA Minimum Wage Sexual Harassment Unpaid Wages Unpaid Commissions and Bonuses Unpaid Travel Time Unpaid Vacation and PTO Unreimbursed Expenses Wage and Hour Wrongful Termination Washington Employment Class Action Equal Pay Wage & Hour FMLA Minimum Wage Wrongful Termination Misclassification Sexual Harassment Unpaid Wages Reviews Blog Case Results Contact Us Call Us Now Email Us Now Home About Us Attorneys Justice Cares Careers Practice Areas California Meal and Rest Breaks Overtime Off the Clock Work Discrimination Age Discrimination Disability Discrimination Gender Discrimination Marital Status Discrimination Parental Status Discrimination Pregnancy Discrimination Racial Discrimination Religious Discrimination Sexual Orientation Discrimination Employment Class Action Equal Pay FMLA Minimum Wage Sexual Harassment Unpaid Wages Unpaid Commissions and Bonuses Unpaid Travel Time Unpaid Vacation and PTO Unreimbursed Expenses Wage and Hour Wrongful Termination Washington Employment Class Action Equal Pay Wage & Hour FMLA Minimum Wage Wrongful Termination Misclassification Sexual Harassment Unpaid Wages Reviews Blog Case Results Contact Us Advocates by Your Side Washington State Employment Lawyers At Justice Law Corporation, we stand firmly on the side of workers. Every employee deserves fair treatment, respect, and the full protection of Washington State’s labor laws. Unfortunately, not all employers honor their legal obligations, leaving workers to struggle for the wages, benefits, and security they rightfully deserve. Our mission is simple: to protect the rights of Washington’s hardworking people, from hourly to salaried employees. We understand the challenges workers face when their rights are violated, and we’re here to help you take action, secure justice, and protect your livelihood. Whether you’ve been wrongfully terminated, denied overtime pay, harassed in the workplace, or faced any other employment issue, Justice Law Corporation is here to fight for you. We operate on a contingency basis—meaning you don’t pay unless we win. You can rely on us to be your advocate in navigating Washington’s complex employment laws. We know how important it is for you to feel confident that your legal rights are being upheld. When employers fail to comply with the law, workers suffer. That’s why we’re dedicated to ensuring that every employee, no matter their industry or role, can rely on their rights being respected. If you’re facing a workplace issue, don’t hesitate to contact our employment lawyers in Washington state for help. We provide a free consultation to assess your case, so you can understand your options with no risk. What is Employment Law? Employment law governs the rights and responsibilities of employers and employees in the workplace. Washington State has some of the strongest labor protections in the country, but that doesn’t mean every worker is treated fairly. Our laws are designed to ensure that workers receive fair wages, a safe working environment, and protection from discrimination or harassment. They also address issues like overtime pay, family leave, workers’ compensation, and more. Understanding these laws can be overwhelming, especially when an employer is trying to take advantage of their power. That’s where Justice Law Corporation comes in. We simplify the legal process, explaining your rights and helping you navigate the best course of action. Employment law can be intricate, but with experienced guidance, you can hold your employer accountable and get the justice you deserve. What Types of Protections Are There in Washington State? Washington State offers extensive protections for workers across industries. Whether you work in construction, healthcare, tech, retail, or any other field, you have rights that must be respected. Below are some key employment laws that every Washington worker should know: Washington State’s minimum wage is among the highest in the nation. Employers are required to pay workers at least this amount, but some workers are entitled to more based on their industry or union contracts. In addition to fair wages, Washington law ensures that employees are paid time-and-a-half for any hours worked over 40 in a workweek. Unfortunately, many employers try to avoid paying overtime by misclassifying employees or forcing them to work off the clock. If your employer isn’t paying you what you’re owed, Justice Law Corporation will help you recover unpaid wages. Overtime violations can cause financial strain for workers who depend on fair compensation for the long hours they dedicate to their jobs. We help workers recover back pay and damages for unpaid overtime, ensuring they receive the wages they’ve earned. Whether you’re paid hourly or salaried, your time has value, and we’ll fight to make sure your employer acknowledges that. Wrongful Termination Washington is an “at-will” employment state, meaning employers can generally terminate employees for any reason or no reason at all, as long as it’s not illegal. However, there are important exceptions to this rule. Employers cannot fire workers for discriminatory reasons (such as race, gender, or age) or in retaliation for reporting unsafe working conditions or illegal activity. If you’ve been wrongfully terminated, you may have a legal claim. We know that losing your job is stressful, especially if you believe your termination was unfair. At Justice Law Corporation, we will thoroughly investigate your case and work to hold your employer accountable. Wrongful termination can leave you without a steady income and disrupt your career, but the law is on your side. We’ll fight to get your job back or secure compensation for lost wages, benefits, and emotional distress. Workplace Discrimination and Harassment Discrimination in the workplace is prohibited under both federal and Washington State law. Employers cannot treat workers unfairly based on race, color, national origin, religion, gender, sexual orientation, disability, or other protected characteristics. Unfortunately, many workers still face subtle and overt forms of discrimination, from being passed over for promotions to being paid less than their peers. Harassment, including sexual harassment , is another form of illegal treatment that no worker should have to endure. If you are being harassed or discriminated against, it’s critical to speak with an attorney who can help you build a case and fight back. Justice Law Corporation stands ready to help workers subjected to unlawful discrimination or harassment, giving you a voice in the workplace. If you’ve experienced harassment or discrimination, you have rights that can’t be ignored. Whether it’s inappropriate comments, unwanted advances, or being subjected to a hostile work environment, we will fight to make sure your voice is heard and that your workplace becomes a safe space for you and your coworkers. Family and Medical Leave Under the Washington Paid Family and Medical Leave Act, workers are entitled to take time off to care for a new child, deal with a serious health condition, or care for a family member with a health issue. During this time, you can receive partial wage replacement to help cover your living expenses. Unfortunately, some employers unlawfully deny workers the right to take family or medical leave or retaliate against them for using it. If your rights have been violated under this la About Us | Justice Law Corporation --> Skip to content se habla español GET IN TOUCH FOR A FREE CONSULTATION 818-230-7502 Home About Us Attorneys Justice Cares Careers Practice Areas California Meal and Rest Breaks Overtime Off the Clock Work Discrimination Age Discrimination Disability Discrimination Gender Discrimination Marital Status Discrimination Parental Status Discrimination Pregnancy Discrimination Racial Discrimination Religious Discrimination Sexual Orientation Discrimination Employment Class Action Equal Pay FMLA Minimum Wage Sexual Harassment Unpaid Wages Unpaid Commissions and Bonuses Unpaid Travel Time Unpaid Vacation and PTO Unreimbursed Expenses Wage and Hour Wrongful Termination Washington Employment Class Action Equal Pay Wage & Hour FMLA Minimum Wage Wrongful Termination Misclassification Sexual Harassment Unpaid Wages Reviews Blog Case Results Contact Us Call Us Now Email Us Now Home About Us Attorneys Justice Cares Careers Practice Areas California Meal and Rest Breaks Overtime Off the Clock Work Discrimination Age Discrimination Disability Discrimination Gender Discrimination Marital Status Discrimination Parental Status Discrimination Pregnancy Discrimination Racial Discrimination Religious Discrimination Sexual Orientation Discrimination Employment Class Action Equal Pay FMLA Minimum Wage Sexual Harassment Unpaid Wages Unpaid Commissions and Bonuses Unpaid Travel Time Unpaid Vacation and PTO Unreimbursed Expenses Wage and Hour Wrongful Termination Washington Employment Class Action Equal Pay Wage & Hour FMLA Minimum Wage Wrongful Termination Misclassification Sexual Harassment Unpaid Wages Reviews Blog Case Results Contact Us Advocates by Your Side About Us When your livelihood is on the line, you deserve a law firm that understands what you’re up against—and is prepared to stand toe-to-toe with powerful employers who refuse to play fair. At Justice Law Corporation, we fight for working people whose rights have been violated and whose voices have been ignored. Justice Law Corporation was founded in 2013 by Douglas Han after witnessing firsthand how easily workers—particularly those without power or resources—can be taken advantage of by large companies. What began as a commitment to stand up for aggrieved oil workers in Central California has grown into a firm representing employees across California and Washington in complex employment and representative actions. Today, our attorneys and legal professionals have helped recover over half a billion dollars for workers who were denied fair pay, lawful treatment, and basic dignity on the job. We represent the “little guy”—the employees who are asked to work off the clock, denied breaks, misclassified, underpaid, or punished for speaking up. Employers often count on workers being too busy, too intimidated, or too isolated to push back. We exist to change that equation. We fight aggressively and persistently to hold employers accountable, apply real pressure where it matters, and pursue outcomes that make a meaningful difference in our clients’ lives. Our practice focuses on employment law matters including: Wage Theft & Unpaid Wages Missed Meal and Rest Breaks & Reimbursement Violations Misclassification & Independent Contractor Disputes Wrongful Termination Gender Pay Disparities & Workplace Discrimination Harassment & Retaliation While our cases often involve complex class and representative actions, our purpose is simple: to right wrongs committed against workers . We prepare every case with the expectation that employers will resist—and we build strategies designed to keep pressure on, prevent delay tactics, and drive cases toward resolution through litigation, mediation, arbitration, or trial. When you choose Justice Law Corporation, you are not hiring a passive advisor. You are hiring a team that takes your situation personally, communicates clearly, stays on top of your case, and fights with focus and resolve from start to finish. If you believe your employer has violated the law, we are here to help you understand your rights and your options. We offer free consultations because no one should be left in the dark when their job and income are at stake. Justice Cares Through our Justice Cares initiative, Justice Law Corporation is committed to giving back to the communities we serve. We partner with local organizations that provide critical support to children, families, and individuals facing hardship, and we encourage our team to be directly involved through service and volunteer efforts. Our community partners include: Community Action Partnership of Kern – M Street Navigation Center Community Action Partnership of Kern – Friendship House Community Action Partnership of Kern – Shafter Youth Center The Open Door Network (formerly Alliance Against Family Violence and Sexual Assault) Families Forward Learning Center The Women’s Room of Friends in Deed Pasadena Justice Cares reflects who we are as a firm. We believe standing up for working people doesn’t stop at the courtroom door. By supporting organizations that strengthen families and protect vulnerable individuals, we aim to create lasting, positive impact in the communities where our clients live and work. Get in Touch Contact us to request a free consultation! Choose State California Washington Other Characters remaining: 1500 By checking this box, you agree to receive SMS messages from Justice Law Corporation related to your legal inquiry. You may reply STOP to opt out at any time. Reply HELP to 818-230-7502 for assistance. Message and data rates may apply. Message frequency will vary. Learn more on our Privacy Policy and Terms & Conditions . Latest Blog Posts PaperStreet Web Design April 30, 2026 I Was Fired Shortly After Reporting Misconduct at Work — What Should I Do Next? Read More PaperStreet Web Design April 28, 2026 My Employer Says the Harassment Was “Just a Joke” — What Can I Do? Read More View More Posts Reviews View All Reviews 818-230-7502 Connect With Us! Who We Are Our attorneys offer more than incomparable experience and expertise in our fields. We are advocates in the truest sense of the word. With us, you don’t just get a lawyer – you get a whole team of people who are invested in the justice you seek and will be by your side every step of the way. California Address 751 N Fair Oaks Ave. Suite 101 Pasadena, CA 91103 Washington Address 1215 Fourth Ave. Suite 1630 Seattle, WA 98101 Copyright © 2025 Justice Law Corporation. All rights reserved. | Privacy Policy | Sitemap | Disclaimer Washington Equal Pay Lawyer | Justice Law Corporation --> Skip to content se habla español GET IN TOUCH FOR A FREE CONSULTATION 818-230-7502 Home About Us Attorneys Justice Cares Careers Practice Areas California Meal and Rest Breaks Overtime Off the Clock Work Discrimination Age Discrimination Disability Discrimination Gender Discrimination Marital Status Discrimination Parental Status Discrimination Pregnancy Discrimination Racial Discrimination Religious Discrimination Sexual Orientation Discrimination Employment Class Action Equal Pay FMLA Minimum Wage Sexual Harassment Unpaid Wages Unpaid Commissions and Bonuses Unpaid Travel Time Unpaid Vacation and PTO Unreimbursed Expenses Wage and Hour Wrongful Termination Washington Employment Class Action Equal Pay Wage & Hour FMLA Minimum Wage Wrongful Termination Misclassification Sexual Harassment Unpaid Wages Reviews Blog Case Results Contact Us Call Us Now Email Us Now Home About Us Attorneys Justice Cares Careers Practice Areas California Meal and Rest Breaks Overtime Off the Clock Work Discrimination Age Discrimination Disability Discrimination Gender Discrimination Marital Status Discrimination Parental Status Discrimination Pregnancy Discrimination Racial Discrimination Religious Discrimination Sexual Orientation Discrimination Employment Class Action Equal Pay FMLA Minimum Wage Sexual Harassment Unpaid Wages Unpaid Commissions and Bonuses Unpaid Travel Time Unpaid Vacation and PTO Unreimbursed Expenses Wage and Hour Wrongful Termination Washington Employment Class Action Equal Pay Wage & Hour FMLA Minimum Wage Wrongful Termination Misclassification Sexual Harassment Unpaid Wages Reviews Blog Case Results Contact Us Advocates by Your Side Washington Equal Pay Lawyer Working people across Washington have strong rights and protections under state and federal laws. That includes the right to be paid fairly and to get certain information about compensation. The Washington Equal Pay & Opportunities Act (EPOA) is at the heart of workers’ rights on the job. The law gives employees the power to enforce those rights, whether it is individually or collectively through class actions. It also shields employees from retaliation for taking action This comprehensive law is designed to close the wage gap and ensure that employees are not discriminated against in pay and career advancement. It also goes beyond compensation and promotion decisions to ban certain practices and policies that have historically contributed to discrimination on the job. Let a Washington equal pay lawyer at Justice Law Corporation help you fight discrimination on the job and get the full pay to which you are entitled. An attorney at our firm can help you understand your rights under the Equal Pay & Opportunities Act, determine whether you have a claim, and maximize your compensation. We are experienced lawyers who focus exclusively on workers’ rights cases. Our attorneys have a strong track record of successful results in the courtroom and through negotiated settlements in pay, discrimination, and other employment cases. It is crucial that anyone who works for a living in Washington understands their rights. Here is what you need to know about pay discrimination and how to fight back. How the Washington Equal Pay & Opportunities Act Works Washington lawmakers passed the Equal Pay & Opportunities Act in 2018 to target ongoing wage disparities, especially those affecting women and other protected groups. The legislature, which later updated the law, found that unequal pay and lack of transparency contribute to long-term economic inequality and poverty. The law enshrines three core rights for workers:  Equal pay for equal work  Equal access to career opportunities Transparency in pay, hiring, promotions, etc. The EPOA covers all employers across the state, regardless of size. It bans discrimination based on employee gender or membership in one or more protected classes: Age (40 and older) Marital status Sexual orientation Race Religion National origin Citizenship or immigration status Veteran or military status Disability The law protects current and former employees, as well as job applicants.  Equal Pay The general rule is that employers cannot pay workers differently because of their sex or membership in a protected class.  A key part of this protection is that employees must be performing “substantially similar work” in order to be compared. They do not need to have the same title. Instead, work may be considered substantially similar based on the training, experience, and ability required to do the job, as well as the mental or physical exertion and level of responsibility that the position entails. Just because two or more employees are paid differently does not mean an employer is violating the law. There are a number of valid reasons for pay disparities. Here are some of the most common: Seniority Performance Education Training Experience Quantity or quality of production Regional cost of living An employer must be able to clearly show that pay differences are based on these or other non-discriminatory factors. A worker’s previous pay history – with this employer or elsewhere – cannot be used to justify different compensation levels. Equal Career Opportunities The EPOA also prohibits employers from limiting or denying workers’ opportunities for advancement because of their gender or membership in a protected class.  The kinds of opportunities covered include: Promotions Transfers Training Mentorships Assignments Any differences in advancement opportunities for similarly situated employees must be based on job-related factors. Pay Transparency The law also includes important guarantees regarding transparency. These provisions are a response to situations in which pay discrimination has been allowed to fester because workers cannot get basic information about what others are making. The EPOA gives employees the right to talk about pay on the job. Employers cannot ban employees from discussing wages or impose secrecy requirements. They also cannot retaliate against workers for comparing salaries. Employers also must share pay information for workers who are offered promotions or job transfers. And they must provide wage scales or salary ranges in new job postings. This reduces guesswork for applicants and prevents employers from making lowball offers, while helping workers identify unfair pay gaps. Frequently Asked Questions Can a new employer ask me about my past salary or hourly wage during a job interview? No, not if you are in Washington. The Equal Pay & Opportunities Act makes it unlawful to ask job applicants about their wage and salary history. This is designed to combat long-term pay discrimination that can be baked in when a worker hired at a lowball rate for one job is hampered by that rate when they go looking for a new position elsewhere. Job applicants who are asked about previous pay are not required to answer those questions. Employers are banned from retaliating against applicants who decline to disclose that information. Does my employer have to include a salary range in job postings? Yes, in most situations. Employers with 15 or more employees must include a wage scale or salary range, a general description of benefits, and a general description of other compensation in job postings. I found out that a coworker is making more than me for the same job. Is this legal? It depends. Employers have the right to make pay decisions based on a wide range of factors. Just because another person is making more than you does not mean you are being discriminated against. The EPOA makes it unlawful for employers to pay workers at different rates for similar jobs because of their gender or membership in one or more other protected classes. To have a claim, you have to be able to prove that the pay difference is discriminatory. Employees’ job titles do not mat Attorney Triana Henderson | Justice Law Corporation --> Skip to content se habla español GET IN TOUCH FOR A FREE CONSULTATION 818-230-7502 Home About Us Attorneys Justice Cares Careers Practice Areas California Meal and Rest Breaks Overtime Off the Clock Work Discrimination Age Discrimination Disability Discrimination Gender Discrimination Marital Status Discrimination Parental Status Discrimination Pregnancy Discrimination Racial Discrimination Religious Discrimination Sexual Orientation Discrimination Employment Class Action Equal Pay FMLA Minimum Wage Sexual Harassment Unpaid Wages Unpaid Commissions and Bonuses Unpaid Travel Time Unpaid Vacation and PTO Unreimbursed Expenses Wage and Hour Wrongful Termination Washington Employment Class Action Equal Pay Wage & Hour FMLA Minimum Wage Wrongful Termination Misclassification Sexual Harassment Unpaid Wages Reviews Blog Case Results Contact Us Call Us Now Email Us Now Home About Us Attorneys Justice Cares Careers Practice Areas California Meal and Rest Breaks Overtime Off the Clock Work Discrimination Age Discrimination Disability Discrimination Gender Discrimination Marital Status Discrimination Parental Status Discrimination Pregnancy Discrimination Racial Discrimination Religious Discrimination Sexual Orientation Discrimination Employment Class Action Equal Pay FMLA Minimum Wage Sexual Harassment Unpaid Wages Unpaid Commissions and Bonuses Unpaid Travel Time Unpaid Vacation and PTO Unreimbursed Expenses Wage and Hour Wrongful Termination Washington Employment Class Action Equal Pay Wage & Hour FMLA Minimum Wage Wrongful Termination Misclassification Sexual Harassment Unpaid Wages Reviews Blog Case Results Contact Us Advocates by Your Side Triana Henderson Attorney at Law Triana is a member of the Settlement Department at Justice Law Corporation, where she focuses on helping workers secure fair and timely resolutions in employment disputes. Her work is grounded in a strong commitment to employee advocacy, paired with careful legal analysis and a practical understanding of how employment cases are resolved. Triana earned her law degree from the University of California, Irvine School of Law, where she gained hands-on experience representing hotel workers and temporary employees through the Workers, Law, and Organizing Clinic. That work exposed her early to collective worker advocacy and the realities facing employees in low-wage and high-risk industries. She also worked with the Public Law Center, providing legal services to low-income communities in Orange County and reinforcing her focus on accountability and access to justice. In addition to her advocacy experience, Triana brings strong research and writing skills to her role. As an Executive Editor of the UC Irvine Law Review, she developed the ability to analyze complex legal issues and present them clearly and persuasively—skills she now applies in supporting class and representative action settlements. Her prior work with small business owners further informs her understanding of the employer-employee relationship and how liability and risk are evaluated in employment matters. Triana approaches her work with focus and professionalism, helping clients navigate the settlement process with clarity and care. She is committed to ensuring workers are treated fairly and that resolutions meaningfully address the harm they have experienced. Education Admissions Honors & Awards J.D., University of California, Irvine School of Law B.A., Psychology and Social Behavior, University of California, Irvine Admitted to practice in California. Magna Cum Laude, University of California, Irvine Get in Touch Contact us to request a free consultation! Choose State California Washington Other Characters remaining: 1500 By checking this box, you agree to receive SMS messages from Justice Law Corporation related to your legal inquiry. You may reply STOP to opt out at any time. Reply HELP to 818-230-7502 for assistance. Message and data rates may apply. Message frequency will vary. Learn more on our Privacy Policy and Terms & Conditions . Latest Blog Posts PaperStreet Web Design April 30, 2026 I Was Fired Shortly After Reporting Misconduct at Work — What Should I Do Next? Read More PaperStreet Web Design April 28, 2026 My Employer Says the Harassment Was “Just a Joke” — What Can I Do? Read More View More Posts Reviews View All Reviews 818-230-7502 Connect With Us! Who We Are Our attorneys offer more than incomparable experience and expertise in our fields. We are advocates in the truest sense of the word. With us, you don’t just get a lawyer – you get a whole team of people who are invested in the justice you seek and will be by your side every step of the way. California Address 751 N Fair Oaks Ave. Suite 101 Pasadena, CA 91103 Washington Address 1215 Fourth Ave. Suite 1630 Seattle, WA 98101 Copyright © 2025 Justice Law Corporation. All rights reserved. | Privacy Policy | Sitemap | Disclaimer My Employer Says the Harassment Was “Just a Joke” — What Can I Do? - Justice Law Corporation --> Skip to content se habla español GET IN TOUCH FOR A FREE CONSULTATION 818-230-7502 Home About Us Attorneys Justice Cares Careers Practice Areas California Meal and Rest Breaks Overtime Off the Clock Work Discrimination Age Discrimination Disability Discrimination Gender Discrimination Marital Status Discrimination Parental Status Discrimination Pregnancy Discrimination Racial Discrimination Religious Discrimination Sexual Orientation Discrimination Employment Class Action Equal Pay FMLA Minimum Wage Sexual Harassment Unpaid Wages Unpaid Commissions and Bonuses Unpaid Travel Time Unpaid Vacation and PTO Unreimbursed Expenses Wage and Hour Wrongful Termination Washington Employment Class Action Equal Pay Wage & Hour FMLA Minimum Wage Wrongful Termination Misclassification Sexual Harassment Unpaid Wages Reviews Blog Case Results Contact Us Call Us Now Email Us Now Home About Us Attorneys Justice Cares Careers Practice Areas California Meal and Rest Breaks Overtime Off the Clock Work Discrimination Age Discrimination Disability Discrimination Gender Discrimination Marital Status Discrimination Parental Status Discrimination Pregnancy Discrimination Racial Discrimination Religious Discrimination Sexual Orientation Discrimination Employment Class Action Equal Pay FMLA Minimum Wage Sexual Harassment Unpaid Wages Unpaid Commissions and Bonuses Unpaid Travel Time Unpaid Vacation and PTO Unreimbursed Expenses Wage and Hour Wrongful Termination Washington Employment Class Action Equal Pay Wage & Hour FMLA Minimum Wage Wrongful Termination Misclassification Sexual Harassment Unpaid Wages Reviews Blog Case Results Contact Us Advocates by Your Side My Employer Says the Harassment Was “Just a Joke” — What Can I Do? Workplace harassment is not a joke. Yet, sometimes people who complain about hostile work environments are told they just do not have a sense of humor. This kind of response is not only a cop-out but may also be unlawful. Employers across California and throughout the country have legal responsibilities to take harassment complaints seriously. When they shrug off harassing behavior as simple teasing or joking, they violate their workers’ core rights on the job. At Justice Law Corporation, our California discrimination lawyers help working people fight back against harassment. We are seasoned attorneys who have dedicated our careers to assisting people in employment cases and have a strong track record of successful outcomes. State and federal workplace laws generally prohibit harassing behavior based on workers’ protected characteristics, such as race, gender , disability , and religion . The laws require employers to take action to prevent harassment in the first place and to stop harassment when it happens. Employers who do not meet these legal obligations are liable for the consequences. Speaking up about harassment at work can be daunting for anyone, especially if you rely on your job to support yourself and your family. The good news is that you do not need to go it alone. Our lawyers can help you understand your rights and options, evaluate your claim, and take action. What is Harassment? Workplace harassment involves unwelcome conduct directed at an employee because of a legally protected characteristic. Under California law, protected characteristics include: Race or ethnicity Gender or gender identity Sexual orientation Religion Disability Age (40 and over) National origin Pregnancy Marital status Military or veteran status Harassment can come from supervisors, coworkers, clients, or even third parties. The harasser does not have to be your direct manager for the behavior to be illegal. Is it a Hostile Work Environment? “It was just a joke” is a common refrain in many workplace harassment situations. While different people may have different ideas about what is funny, the law sets an objective standard for what qualifies as harassment.  Most harassment claims are based on the premise that the behavior at issue created a “hostile work environment.” That means the conduct is so severe or pervasive that it interferes with an employee’s performance or creates an intimidating, hostile, or abusive atmosphere. The question is whether a standard employee faced with the same circumstances would consider the environment hostile. To qualify as a hostile work environment under California law, the conduct must generally meet the following criteria: Unwelcome Based on a protected characteristic Severe or pervasive Interferes with your work environment “Jokes,” slurs, and insults are often prevalent in these situations, especially when they focus on race, nationality, gender, or other protected characteristics. Jokes that are sexual or crude in nature often cross the line into harassment. So too do those that stem from offensive stereotypes. General bullying or rude behavior is unacceptable and should be nipped in the bud, but it may not be illegal unless tied to a protected trait. Many harassment claims are based on repeated conduct, such as ongoing jokes, slurs, or inappropriate comments. The behavior builds over time, creating a hostile work environment. In other situations, however, a single incident may be serious enough to create a hostile environment. This is typically reserved for situations involving physical assaults or explicit threats. Employers Cannot Laugh Off Harassment Employers have a legal duty to take reasonable steps to prevent and correct harassment. That includes harassment that the employer knew about or should have known about. Employers are also generally responsible for harassment by managers. Employers who receive harassment complaints from employees are required to treat them seriously. Waving the alleged behavior off as a simple joke will not do.  If the employee alleges conduct that would likely be considered harassment if true, the employer must perform a full and fair investigation. The employer must determine what happened, including by talking to the accused harasser and potential witnesses, and take action based on its findings. A key part of California and federal workplace harassment laws is that they also protect employees from retaliation for speaking up. That includes employees who complain about harassment and those who support others who do so.  The laws shield employees from a wide range of retaliatory actions, such as: Demotion or pay cuts Reduced hours or undesirable schedules Assignment changes Negative performance reviews Increased scrutiny or discipline Denial of benefits Hostile treatment If an employer’s action would discourage a reasonable worker from speaking up, it may qualify as retaliation. What You Can Do Workers who have been discriminated against on the job or subjected to hostile work environments have the right to file claims and pursue lawsuits against their employers. They also have the power to unite and fight back. Employment class actions are lawsuits in which groups of workers who pursue similar claims sue their employers collectively. Class actions help working people level the playing field with massive corporations with vast resources and small armies of lawyers in their corners. A class action is appropriate when many workers experience the same legal violation in the same way. Take, for example, a group of workers in the same factory or office setting, where racist jokes or sexual propositions are commonplace, and the employer has shrugged off complaints. These employees have the right to join together in a class action against their employer, alleging that they have been subjected to a hostile work environment. Our California Discrimination Lawyers Can Help If you believe that you are being discriminated against on the job, whether it is by being passed over for a position, underpaid in your role, or by being subjected to harassment, you do not need to go it alo Washington State FMLA Attorneys | Justice Law Corporation --> Skip to content se habla español GET IN TOUCH FOR A FREE CONSULTATION 818-230-7502 Home About Us Attorneys Justice Cares Careers Practice Areas California Meal and Rest Breaks Overtime Off the Clock Work Discrimination Age Discrimination Disability Discrimination Gender Discrimination Marital Status Discrimination Parental Status Discrimination Pregnancy Discrimination Racial Discrimination Religious Discrimination Sexual Orientation Discrimination Employment Class Action Equal Pay FMLA Minimum Wage Sexual Harassment Unpaid Wages Unpaid Commissions and Bonuses Unpaid Travel Time Unpaid Vacation and PTO Unreimbursed Expenses Wage and Hour Wrongful Termination Washington Employment Class Action Equal Pay Wage & Hour FMLA Minimum Wage Wrongful Termination Misclassification Sexual Harassment Unpaid Wages Reviews Blog Case Results Contact Us Call Us Now Email Us Now Home About Us Attorneys Justice Cares Careers Practice Areas California Meal and Rest Breaks Overtime Off the Clock Work Discrimination Age Discrimination Disability Discrimination Gender Discrimination Marital Status Discrimination Parental Status Discrimination Pregnancy Discrimination Racial Discrimination Religious Discrimination Sexual Orientation Discrimination Employment Class Action Equal Pay FMLA Minimum Wage Sexual Harassment Unpaid Wages Unpaid Commissions and Bonuses Unpaid Travel Time Unpaid Vacation and PTO Unreimbursed Expenses Wage and Hour Wrongful Termination Washington Employment Class Action Equal Pay Wage & Hour FMLA Minimum Wage Wrongful Termination Misclassification Sexual Harassment Unpaid Wages Reviews Blog Case Results Contact Us Advocates by Your Side FMLA Lawyers in Washington State Life doesn’t always go according to plan—sometimes, you need to take time off work to care for yourself, a new child, or a family member in need. Fortunately, for employees in Washington, the Family and Medical Leave Act (FMLA) offers job protection during these critical life moments. At Justice Law Corporation, we understand how overwhelming it can be to navigate your rights under the FMLA, especially when you’re already dealing with a personal or family emergency. If your employer is denying your leave or retaliating against you for taking time off, they’re violating the law—and we’re here to help. What is the Family and Medical Leave Act (FMLA)? The FMLA, a federal law passed in 1993, allows eligible employees to take unpaid, job-protected leave for specific family and medical reasons. Under this law, your job is protected, meaning that your employer must reinstate you to the same or a similar position when you return. Although the FMLA offers vital protections, some employers either don’t fully understand the law or intentionally violate it. That’s why having an experienced employment attorney can make all the difference. We know how employers can try to take advantage of workers who don’t fully understand their rights, and we’re here to ensure you get the leave you’re entitled to. FMLA Eligibility in Washington The FMLA applies to public and private employers with 50 or more employees within a 75-mile radius. To qualify for FMLA leave, employees must: Have worked for their employer for at least 12 months (which need not be consecutive), Have worked at least 1,250 hours in the 12 months prior to the leave, and Work at a location where the employer has at least 50 employees within a 75-mile radius. If you meet these criteria, you are entitled to take up to 12 weeks of unpaid leave during a 12-month period. Certain circumstances, such as caring for an injured service member, may extend this to 26 weeks. What Situations Qualify for FMLA Leave? FMLA leave can be used for several specific reasons, including: Personal Health Conditions: If you have a serious health issue that prevents you from working, the FMLA allows you to take time off to recover without the fear of losing your job. This could include major surgeries, chronic illnesses, or other significant medical conditions. Caring for a Family Member: FMLA leave is also available if you need to care for a spouse, child, or parent with a serious health condition. This ensures that when a loved one is in crisis, you can be there to support them. Parental Leave: The FMLA grants time off for the birth, adoption, or foster care placement of a child. Both parents are entitled to this leave, allowing families to bond with their new addition. Military Family Leave: If a family member is called to active military duty or is injured while serving, you may also be eligible for FMLA leave to manage urgent family matters. Washington’s Paid Family and Medical Leave (PFML) In addition to the federal FMLA, Washington offers its own Paid Family and Medical Leave (PFML) law. Since 2020, Washington employees have been eligible for paid leave for family or medical reasons. This program provides wage replacement during leave, making it easier to take time off without the added stress of financial hardship. PFML covers similar circumstances as the FMLA, such as bonding with a new child, recovering from a serious illness, or caring for a family member with a significant health issue. The key difference is that Washington’s PFML provides partial wage replacement, so you can continue to support yourself financially while you take the time you need. Together, the FMLA and Washington’s PFML offer strong protections for employees in our state. But when employers don’t follow the law, you need an advocate who understands these systems inside and out. That’s where we come in. Common Violations of FMLA Rights Denying Leave: Some employers refuse to grant FMLA leave, claiming that the employee isn’t eligible or that their situation doesn’t qualify—even when it does. If you’ve been denied leave, you may have grounds for legal action. Failure to Reinstate: Under the FMLA, employers are required to reinstate you to your original job or an equivalent position upon your return from leave. Retaliation: After taking FMLA leave, some employees face retaliation, such as reduced hours, skipped promotions, or outright wrongful termination . Misclassification : Employers may misclassify employees as exempt from FMLA protections, or incorrectly mark absences as “unexcused” even when FMLA leave is applicable. Why You Need an FMLA Lawyer Clarifying Your Rights: Both the federal FMLA and Washington’s PFML have specific guidelines that employers must follow, but they aren’t always straightforward. A lawyer ensures you fully understand your rights and can guide you through the legal process. Building Your Case: We help gather the evidence you need, from medical records to communications with your employer, to build a strong case. Holding Employers Accountable: Employers may try to discourage you from taking legal action or offer you a settlement that’s far below what you deserve. With an attorney by your side, you’ll have the negotiation power you need to ensure fair compensation or job reinstatement. Contact Us Now Call 818-230-7502 for a free consultation today! We’ll review your case, explain your rights, and help you take the next steps toward justice. You can also contact us online for immediate support. If your situation also involves workplace harassment or wage and hour disputes , our Washington employment attorneys can assist with those claims too. Get in Touch Contact us to request a free consultation! 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Latest Blog Posts PaperStreet Web Design April 30, 2026 I Was Fired Shortly After Reporting Miscondu California Unpaid Vacation Lawyer | Justice Law Corporation --> Skip to content se habla español GET IN TOUCH FOR A FREE CONSULTATION 818-230-7502 Home About Us Attorneys Justice Cares Careers Practice Areas California Meal and Rest Breaks Overtime Off the Clock Work Discrimination Age Discrimination Disability Discrimination Gender Discrimination Marital Status Discrimination Parental Status Discrimination Pregnancy Discrimination Racial Discrimination Religious Discrimination Sexual Orientation Discrimination Employment Class Action Equal Pay FMLA Minimum Wage Sexual Harassment Unpaid Wages Unpaid Commissions and Bonuses Unpaid Travel Time Unpaid Vacation and PTO Unreimbursed Expenses Wage and Hour Wrongful Termination Washington Employment Class Action Equal Pay Wage & Hour FMLA Minimum Wage Wrongful Termination Misclassification Sexual Harassment Unpaid Wages Reviews Blog Case Results Contact Us Call Us Now Email Us Now Home About Us Attorneys Justice Cares Careers Practice Areas California Meal and Rest Breaks Overtime Off the Clock Work Discrimination Age Discrimination Disability Discrimination Gender Discrimination Marital Status Discrimination Parental Status Discrimination Pregnancy Discrimination Racial Discrimination Religious Discrimination Sexual Orientation Discrimination Employment Class Action Equal Pay FMLA Minimum Wage Sexual Harassment Unpaid Wages Unpaid Commissions and Bonuses Unpaid Travel Time Unpaid Vacation and PTO Unreimbursed Expenses Wage and Hour Wrongful Termination Washington Employment Class Action Equal Pay Wage & Hour FMLA Minimum Wage Wrongful Termination Misclassification Sexual Harassment Unpaid Wages Reviews Blog Case Results Contact Us Advocates by Your Side California Unpaid Vacation Lawyer Employee rights regarding vacation time can be challenging to understand in California. While employers are not required to offer employees paid time off for vacations, when they do, they must follow specific rules. Additionally, there are many situations in which the law obligates employers to provide leave, and sometimes that leave must be paid. When an employer deprives employees of their rights with respect to vacation time and paid time off, those employees suffer economic, mental, and emotional damage. A California unpaid vacation lawyer at Justice Law Corporation fights to address those wrongs and obtain fair compensation for workers who have been denied rightful time or pay . Vacation Time: Employee Rights in California Neither federal law nor state law mandates any type of vacation time, paid or unpaid. As a practical matter, however, many employers provide it because surveys show it is the benefit most frequently sought by employees, and they want to attract and retain good workers. When an employer offers paid vacation leave, certain obligations apply because paid time off is considered earned wages under California law. Employers can impose some restrictions, but they must abide by the rules when doing so. It can be challenging to determine when an employer has violated the law with respect to vacation time and paid time off, but an experienced attorney can evaluate the facts and explain how the various laws apply in your situation. Earning Vacation Time When an employer establishes a policy for the accrual of vacation time, it sets ground rules for the accrual of vacation pay. For instance, a company policy or employment contract might specify that after an employee has worked for six months, the employee is entitled to five work days or one week of paid vacation. In that case, after the employee has worked for six months, they have essentially earned an additional five days of pay. Employers may impose a waiting period before an employee starts accruing vacation time or before they are eligible to use it. Employers can also allow specific categories of employees to accrue more vacation time than others. (However, the differentiating factor cannot be one protected by anti-discrimination laws . For instance, a company cannot discriminate by gender and give all male employees three weeks of vacation time and all female employees two weeks of vacation time each year. The factor that differentiates the amount of time earned should be something neutral, such as rank within the company or number of years employed by the company.) Vacation Time Cannot Expire, But It Can Stop Accumulating Because earned vacation time is considered part of an employee’s wages, employers cannot establish an expiration date for vacation days or insist that employees will lose them if they don’t use them by a certain date. However, there is a big exception that often puts employees in a situation similar to a use-or-lose scenario.   Employers may set limits on how many vacation days or hours an employee can accrue. So, while an employer cannot take away days you have earned, they can prevent you from earning any additional days unless you use some of what you have already accrued. Limits on Use of Vacation Time Generally, employers are permitted to set limits on when vacation leave can be taken. They can also limit the amount of time that can be taken within a particular period. Moreover, an employer has the right to pay employees for unused vacation time rather than allowing that time to remain “in the bank.” Rights After Employment Ends Because vacation time is a form of earned wages, employers are required to pay employees for unused vacation time that has accrued (vested) but not been used at the time an employee leaves employment. Under Section 227.3 of the California Labor Code , the rate of pay for vested vacation time should be the same as the final rate the employee was earning at the time employment ended. Paid Time Off (PTO) Although employers in California are not obligated to provide paid vacation time, the law requires many employers to provide five days of paid sick leave each year. Some employers combine vacation time and sick leave into a single category, often called “paid time off,” and allow it to be taken for any reason. The days provided under this type of policy are treated like vested vacation time. This means the days cannot expire, and employers must compensate employees for them if they leave employment without using accrued days. How a California Unpaid Vacation Lawyer Can Help Vacation time and paid time off are treated as wages, which means that when an employer fails to provide the time off or compensate for it, the actions constitute wage theft . Employees have the right to take legal action to recover amounts owed, plus interest. But it can be challenging to recover the full amounts and ensure future compliance with requirements without the help of a legal advocate experienced in enforcing employees’ rights. At Justice Law Corporation, our knowledgeable legal team can help by: Reviewing company policies, employment contracts, collective bargaining agreements, and other documents to gain a full grasp of your employer’s contractual obligations Reviewing your records to determine how much vacation pay may have been wrongfully withheld Investigating to determine which laws your employer may have violated and the evidence that can be used to prove the violations Negotiating a settlement with compensation Seeking compensation through official channels, including litigation in court When employers know that an employee is working with an experienced California unpaid vacation lawyer, they are usually far more likely to take complaints seriously and act to address the issues, thereby avoiding potential fines and other penalties. FAQs About Unpaid Vacation and PTO in California Questions about vacation days and PTO often hinge on the specific circumstances of an employee’s individual situation. So, while we get numerous questions on these issues, it is not possible to answer them here in a way that applies to everyone. In this section, we provide some basic answers to give you some backgr Contact | Justice Law Corporation --> Skip to content se habla español GET IN TOUCH FOR A FREE CONSULTATION 818-230-7502 Home About Us Attorneys Justice Cares Careers Practice Areas California Meal and Rest Breaks Overtime Off the Clock Work Discrimination Age Discrimination Disability Discrimination Gender Discrimination Marital Status Discrimination Parental Status Discrimination Pregnancy Discrimination Racial Discrimination Religious Discrimination Sexual Orientation Discrimination Employment Class Action Equal Pay FMLA Minimum Wage Sexual Harassment Unpaid Wages Unpaid Commissions and Bonuses Unpaid Travel Time Unpaid Vacation and PTO Unreimbursed Expenses Wage and Hour Wrongful Termination Washington Employment Class Action Equal Pay Wage & Hour FMLA Minimum Wage Wrongful Termination Misclassification Sexual Harassment Unpaid Wages Reviews Blog Case Results Contact Us Call Us Now Email Us Now Home About Us Attorneys Justice Cares Careers Practice Areas California Meal and Rest Breaks Overtime Off the Clock Work Discrimination Age Discrimination Disability Discrimination Gender Discrimination Marital Status Discrimination Parental Status Discrimination Pregnancy Discrimination Racial Discrimination Religious Discrimination Sexual Orientation Discrimination Employment Class Action Equal Pay FMLA Minimum Wage Sexual Harassment Unpaid Wages Unpaid Commissions and Bonuses Unpaid Travel Time Unpaid Vacation and PTO Unreimbursed Expenses Wage and Hour Wrongful Termination Washington Employment Class Action Equal Pay Wage & Hour FMLA Minimum Wage Wrongful Termination Misclassification Sexual Harassment Unpaid Wages Reviews Blog Case Results Contact Us Advocates by Your Side Get in Touch Contact us to request a free consultation! Choose State California Washington Other Characters remaining: 1500 By checking this box, you agree to receive SMS messages from Justice Law Corporation related to conversational purposes. You may reply STOP to opt out at any time. Reply HELP to 818-230-7502 for assistance. Message and data rates may apply. Message frequency will vary. Learn more on our Privacy Policy and Terms & Conditions . REVIEWS Client Success Stories This corporation takes care of their clients, updates are important and I’m glad they take the time to fill you in on any new information. – Jordan H. Justice law was great all the lawyer and the receptionist were great the negotiated and argued my case im so grateful for there honesty and integrity in helping me with my case thank you – Compa B. My experience so far has been very positive. Nico has been communicative and professional since my first contact with the firm. – Beatrice E. I’m incredibly grateful to Justice Law Corporation for their outstanding support and expertise. I had a positive experience with everyone I spoke with. Highly recommend their firm! – Elijah J. VIEW ALL REVIEWS 818-230-7502 Connect With Us! Who We Are Our attorneys offer more than incomparable experience and expertise in our fields. We are advocates in the truest sense of the word. With us, you don’t just get a lawyer – you get a whole team of people who are invested in the justice you seek and will be by your side every step of the way. California Address 751 N Fair Oaks Ave. Suite 101 Pasadena, CA 91103 Washington Address 1215 Fourth Ave. Suite 1630 Seattle, WA 98101 Copyright © 2025 Justice Law Corporation. All rights reserved. | Privacy Policy | Sitemap | Disclaimer California Gender Discrimination Attorney | Justice Law Corporation --> Skip to content se habla español GET IN TOUCH FOR A FREE CONSULTATION 818-230-7502 Home About Us Attorneys Justice Cares Careers Practice Areas California Meal and Rest Breaks Overtime Off the Clock Work Discrimination Age Discrimination Disability Discrimination Gender Discrimination Marital Status Discrimination Parental Status Discrimination Pregnancy Discrimination Racial Discrimination Religious Discrimination Sexual Orientation Discrimination Employment Class Action Equal Pay FMLA Minimum Wage Sexual Harassment Unpaid Wages Unpaid Commissions and Bonuses Unpaid Travel Time Unpaid Vacation and PTO Unreimbursed Expenses Wage and Hour Wrongful Termination Washington Employment Class Action Equal Pay Wage & Hour FMLA Minimum Wage Wrongful Termination Misclassification Sexual Harassment Unpaid Wages Reviews Blog Case Results Contact Us Call Us Now Email Us Now Home About Us Attorneys Justice Cares Careers Practice Areas California Meal and Rest Breaks Overtime Off the Clock Work Discrimination Age Discrimination Disability Discrimination Gender Discrimination Marital Status Discrimination Parental Status Discrimination Pregnancy Discrimination Racial Discrimination Religious Discrimination Sexual Orientation Discrimination Employment Class Action Equal Pay FMLA Minimum Wage Sexual Harassment Unpaid Wages Unpaid Commissions and Bonuses Unpaid Travel Time Unpaid Vacation and PTO Unreimbursed Expenses Wage and Hour Wrongful Termination Washington Employment Class Action Equal Pay Wage & Hour FMLA Minimum Wage Wrongful Termination Misclassification Sexual Harassment Unpaid Wages Reviews Blog Case Results Contact Us Advocates by Your Side California Gender Discrimination Attorney Gender discrimination in the workplace used to be open and obvious. That is often no longer the case, but that does not mean it no longer occurs. Instead, discrimination on the basis of gender and gender identity can be indirect and devious. But regardless of whether an employer is blatant in treating some workers differently because of their gender or gender identity, the uneven treatment is still illegal. And employees who suffer because of it are entitled to remedies under the law. At Justice Law Corporation, we are dedicated to helping workers gain fair treatment. We’ve seen far too often the crafty ways in which employers violate equal pay requirements and subject employees to gender-based discrimination. If you believe you’re not being treated equally in the workplace because of your gender or gender identity, we urge you to contact a California gender discrimination attorney on our team to learn about the remedies that may be available in your case. Equal Pay Laws While gender discrimination can manifest in numerous ways, one of the most disingenuous effects of gender discrimination occurs when employers compensate workers differently on the basis of their gender. This violates state and federal equal pay laws. The California Equal Pay Act and Fair Pay Act require employers to compensate employees equally when performing “substantially similar work.” The requirements of the federal Equal Pay Act give employers more leeway—the work must be substantially equal rather than substantially similar to trigger the equal pay obligation. When evaluating whether an employer is paying employees equally, both federal and state laws consider not only salary but also: Bonuses Overtime pay Profit sharing Life insurance Stock options Travel allowances Vacation and other paid time off Other benefits Employers may pay all workers the same base salary but still violate the law by offering more vacation time or a better bonus plan to workers of a particular gender. The laws allow unequal compensation if it is based on merit, seniority, production output, or another “bona fide” factor. However, employers may try to hide behind these exceptions when they do not have a valid reason for paying certain employees less. An experienced California gender discrimination attorney will work to show that the disparity is not justified and is in violation of the law. Discrimination in Other Aspects of Employment The laws protecting workers from gender-based discrimination extend far beyond compensation. Essentially, employers are not permitted to treat employees in a detrimental way because of gender or related factors. Protected Factors Related to Gender Under the California Fair Employment and Housing Act (FEHA), employers are prohibited from discriminating against employees on the basis of: Sex or gender Gender identity Gender expression Sexual orientation Reproductive health decisionmaking Section 11030 of Title 2 of the California Code of Federal Regulations defines some of these protected factors. Sex is interpreted to include pregnancy and conditions related to pregnancy, childbirth, and breastfeeding, so employers are not allowed to treat workers negatively because they are undergoing any of these experiences. Gender expression is described as gender-related appearance or behavior. Gender identity is defined as an individual’s “internal understanding of their gender.” It may include male, female, both, or neither, and it does not need to coincide with the sex assigned at birth. The definition specifically includes transgender individuals. Federal law protections on the basis of gender are not quite as extensive. Title VII of the Civil Rights Act prohibits discrimination in employment on the basis of sex. While the textual definition includes pregnancy-related issues, it is silent on sexual orientation, gender identity, and transgender status. The U.S. Equal Employment Opportunity Commission , the agency responsible for enforcing Title VII protections, states that sexual orientation and transgender status are included in the definition. The U.S. Supreme Court has held that Title VII protections also extend to gender identity. But federal laws do not extend to gender expression. Actions That Constitute Discrimination A California gender discrimination attorney at Justice Law Corporation can help employees facing various forms of workplace discrimination. Wage disparity, discussed above, is only one example of the harmful conduct employees may be subjected to in violation of gender discrimination laws. Other forms of discriminatory behavior include: Refusing to hire Not offering the same training offered to similarly-situated employees Layoffs Termination Denying the same employment terms or benefits provided to similarly-situated employees Sexual harassment When an employee is treated less favorably in any way because of their gender, that treatment can be considered illegal gender discrimination. For instance, a worker might be denied a promotion because they are the wrong gender or because of their gender identity. Employers will often argue in their defense that their actions are justified due to a bona fide qualification of the occupation. But this exception is narrowly interpreted in California, and a knowledgeable gender discrimination lawyer in California can often show that the employer’s actions were not justified. Find Out More About Your Legal Rights and How to Enforce Them When your employer treats you unfavorably because of your gender or gender identity, it can affect every aspect of your life. You may be losing out on compensation and career advancement opportunities. You may feel like your value as a worker and as a human being is being reduced. It is simply not fair, and you don’t have to put up with it. A California gender discrimination attorney at Justice Law Corporation could help you recover the self-confidence and compensation you deserve if you’ve been subjected to unlawful discrimination on the basis of your gender or gender identity. To learn how our team can help you move forward, call us at 818-230-7502 or contact us online today to schedule a free consultation and case evaluation. FAQs Abo Washington Employment Class Action Attorney | Justice Law Corporation --> Skip to content se habla español GET IN TOUCH FOR A FREE CONSULTATION 818-230-7502 Home About Us Attorneys Justice Cares Careers Practice Areas California Meal and Rest Breaks Overtime Off the Clock Work Discrimination Age Discrimination Disability Discrimination Gender Discrimination Marital Status Discrimination Parental Status Discrimination Pregnancy Discrimination Racial Discrimination Religious Discrimination Sexual Orientation Discrimination Employment Class Action Equal Pay FMLA Minimum Wage Sexual Harassment Unpaid Wages Unpaid Commissions and Bonuses Unpaid Travel Time Unpaid Vacation and PTO Unreimbursed Expenses Wage and Hour Wrongful Termination Washington Employment Class Action Equal Pay Wage & Hour FMLA Minimum Wage Wrongful Termination Misclassification Sexual Harassment Unpaid Wages Reviews Blog Case Results Contact Us Call Us Now Email Us Now Home About Us Attorneys Justice Cares Careers Practice Areas California Meal and Rest Breaks Overtime Off the Clock Work Discrimination Age Discrimination Disability Discrimination Gender Discrimination Marital Status Discrimination Parental Status Discrimination Pregnancy Discrimination Racial Discrimination Religious Discrimination Sexual Orientation Discrimination Employment Class Action Equal Pay FMLA Minimum Wage Sexual Harassment Unpaid Wages Unpaid Commissions and Bonuses Unpaid Travel Time Unpaid Vacation and PTO Unreimbursed Expenses Wage and Hour Wrongful Termination Washington Employment Class Action Equal Pay Wage & Hour FMLA Minimum Wage Wrongful Termination Misclassification Sexual Harassment Unpaid Wages Reviews Blog Case Results Contact Us Advocates by Your Side Washington Employment Class Action Attorney It is an unfortunate fact that if your employer is violating wage and hour laws and wrongfully withholding your pay, they are probably doing the same to other employees in Washington, too. Bad employment practices become habitual. While the widespread nature of these violations is deplorable, it can provide one distinct advantage. Multiple violations mean there is the possibility of righting the wrongs through an employment class action lawsuit. And a class action lawsuit is often the most effective way to recover unpaid wages and ensure compliance with the law going forward. If you work for a large health care provider, corporation, hotel, or other employer who you believe may be committing one or more forms of wage theft against employees, an experienced Washington employment class action attorney at Justice Law Corporation may be able to obtain a fair outcome for everyone who has been affected and force the employer to comply with requirements properly in the future. You can schedule a free consultation with our team to discuss the potential for recovery. Initiating a class action lawsuit enables you to enforce your rights and recover compensation for your losses. Because we operate on a contingency fee basis, you won’t have to pay any legal fees in advance. In fact, you won’t owe any fees at all until we win your case or reach a settlement. What Is a Class Action Lawsuit? In a class action lawsuit, the court essentially consolidates the claims of several people into one legal case. The claims must involve similar harm committed by the same parties. So, if an employer hasn’t been paying employees appropriate overtime wages, or has been requiring workers to perform tasks off the clock, or violating workers’ rights in other ways, those employees can all become a part of a class, and the court will consider remedies for violations that affect all of them. A class action offers a more efficient way for workers to achieve justice. Because of the efficiency, attorneys are able to address violations that might be too small to justify a separate lawsuit. The outcome of a successful class action lawsuit requires employers to change the everyday practices that can deprive employees of their wages in small increments. When violations affecting multiple employees are considered simultaneously, the court can issue a legal determination that obligates employers to compensate for past losses and adopt appropriate practices going forward. How an Employment Class Action Lawsuit Works To enforce the rights of employees who have suffered from wage theft, discrimination, or other illegal practices through a class action lawsuit, an employee who has been subjected to these practices contacts a Washington employment class action attorney to discuss the situation. That employee will usually serve as the class representative, and they may be given additional compensation by the court in recognition of their service to others. The attorney conducts an investigation to gather evidence showing how the employer has violated the law. For instance, interviews with numerous employees might reveal that the employer consistently demanded they perform clean-up work after clocking out for the day. Or, reviews of payroll statements might show that employees had wage deductions for breaks that should have been paid breaks. In addition, the attorney will need to convince the court that the case qualifies for status as a class action lawsuit. The court will have to certify or approve the class. To convince the court that a class action is an appropriate way to address the wrongdoings in the case, an employment class action attorney in Washington will need to satisfy the court that: There are so many workers in the class that it would not be practical to have them participate individually in a lawsuit The person named to serve as class representative has suffered the same types of harm as others in the class The person named to serve as class representative will fairly represent their interests of the other employees in the class The members of the class are facing similar problems that will be addressed in the lawsuit, such as violations of wage and hour laws . It can take considerable time to investigate and gather the evidence needed to show how an employer violated the rights of employees. During that time, the class representative and other employees in the class do not need to pay any legal fees. At Justice Law Corporation , we firmly believe that employees deserve to be fairly compensated for all the work they perform for employers. We don’t think it would be right to require you to pay up front to get assistance to enforce your legal rights. When the case is over and we’ve recovered compensation for you, then our fees will be deducted at the end. FAQs About Employment Class Action Lawsuits in Washington Class action lawsuits are more complex than traditional lawsuits, and most people are not familiar with how these cases operate. As a result, we receive many questions about employment class action lawsuits. Here are general answers to some of the most frequently asked questions. If you contact us , the team at Justice Law Corporation would be happy to discuss how a class action might proceed in your particular situation. What Types of Employment Law Issues Can Be Remedied Through a Class Action Lawsuit? Any time an employer is violating a state or federal employment law in a way that affects numerous employees, there is the potential for a Washington employment class action attorney to address the violations through a class action claim. Many class action lawsuits involve issues collectively referred to as “wage theft” because employers have violated laws designed to ensure employees receive fair compensation for their work. These lawsuits might involve failure to pay overtime, withholding pay for breaks that should be compensated, requiring off-the-clock work, or minimum wage violations. But there are many other issues that can be addressed through an employment class action as well, including requiring employees to sign non-compete agreements or overly broad confidentiality agreements, requiring employees to sign docum Washington Employee Misclassification Lawyer | Justice Law Corporation --> Skip to content se habla español GET IN TOUCH FOR A FREE CONSULTATION 818-230-7502 Home About Us Attorneys Justice Cares Careers Practice Areas California Meal and Rest Breaks Overtime Off the Clock Work Discrimination Age Discrimination Disability Discrimination Gender Discrimination Marital Status Discrimination Parental Status Discrimination Pregnancy Discrimination Racial Discrimination Religious Discrimination Sexual Orientation Discrimination Employment Class Action Equal Pay FMLA Minimum Wage Sexual Harassment Unpaid Wages Unpaid Commissions and Bonuses Unpaid Travel Time Unpaid Vacation and PTO Unreimbursed Expenses Wage and Hour Wrongful Termination Washington Employment Class Action Equal Pay Wage & Hour FMLA Minimum Wage Wrongful Termination Misclassification Sexual Harassment Unpaid Wages Reviews Blog Case Results Contact Us Call Us Now Email Us Now Home About Us Attorneys Justice Cares Careers Practice Areas California Meal and Rest Breaks Overtime Off the Clock Work Discrimination Age Discrimination Disability Discrimination Gender Discrimination Marital Status Discrimination Parental Status Discrimination Pregnancy Discrimination Racial Discrimination Religious Discrimination Sexual Orientation Discrimination Employment Class Action Equal Pay FMLA Minimum Wage Sexual Harassment Unpaid Wages Unpaid Commissions and Bonuses Unpaid Travel Time Unpaid Vacation and PTO Unreimbursed Expenses Wage and Hour Wrongful Termination Washington Employment Class Action Equal Pay Wage & Hour FMLA Minimum Wage Wrongful Termination Misclassification Sexual Harassment Unpaid Wages Reviews Blog Case Results Contact Us Advocates by Your Side Employee Misclassification Lawyer in Washington At Justice Law Corporation, we believe every worker deserves fair treatment and the full benefits that come with being properly classified under the law. Unfortunately, many businesses misclassify employees, depriving them of rightful wages, benefits, and protections. This unethical practice affects families across Washington State, leaving workers vulnerable. If you’ve been wrongly “classified”, you may be missing out on essential rights like overtime pay, health benefits, and job security. If you’re facing wage theft , unpaid overtime, or denied benefits, understanding your rights under Washington’s misclassification laws is the first step toward seeking justice. It’s time to stand up for your rights. Contact us today to learn how Justice Law Corporation can help you fight for what you deserve—at no cost to you until we win your case. Helping Clients Seek Justice and Recovery from Misclassification. Worker misclassification happens when a company incorrectly labels a worker as an independent contractor or exempt employee rather than a nonexempt employee. In Washington State, this can result in significant consequences for workers, such as losing access to wage protections, workers’ compensation, unemployment benefits, and more. Companies often do this to cut costs, avoiding taxes, overtime, and other obligations that are legally owed to employees. This isn’t just wrong—it’s illegal. The consequences of misclassification don’t just harm individual workers; they impact entire families and communities who rely on steady income and employment benefits. If you’re unsure about your classification, Justice Law Corporation is here to help you understand your rights under Washington employment law. How Does Misclassification Hurt Washington Workers? Misclassification undermines the financial security of workers. As an independent contractor, you may find yourself without paid sick leave, health insurance, or unemployment benefits—protections you’re entitled to as an employee. You may have missed out on overtime pay for extra hours worked or had to cover job-related expenses that should have been your employer’s responsibility. But misclassification doesn’t always stop with labeling someone as an independent contractor. Some employees are misclassified as “exempt” from overtime or wage protections. For example, a company might improperly classify a worker under exemptions meant for outside salespersons, professionals, or administrative roles, even when the duties they perform don’t fit those categories. This denies employees the overtime wages they’re entitled to, forcing them to work longer hours for less pay. In Washington State, industries like construction, tech, transportation, and the “gig economy” are especially prone to misclassification. Companies in these sectors often classify workers as independent contractors or as exempt employees to save money at the workers’ expense. At Justice Law Corporation, we fight for working families, ensuring they receive the compensation they are rightfully owed for their hard work. The line between an independent contractor and an employee can sometimes be blurry, but Washington State law provides clear guidelines to help determine your status. If your work is controlled by the company—whether it’s setting your hours, telling you how to do your job, or providing the tools and equipment you need—you may actually be an employee, even if you’ve been told otherwise. Independent contractors typically run their own businesses, set their own rates, and decide how and when to complete their work. If this doesn’t describe your situation, you might have been misclassified. Misclassification can also occur if a company claims you are exempt from overtime, even though your job doesn’t fall under a valid exemption. Washington employers sometimes misuse the Outside Sales and other exemptions as a way to sidestep wage laws. If you’re working long hours without overtime pay and your duties don’t meet the strict legal standards for exemption, you might have been misclassified as exempt. Here are some signs that you may be an employee rather than an independent contractor: Control over work: If your employer dictates your schedule, tasks, or how you perform your job, you may be an employee. Company equipment: If you rely on tools, vehicles, or equipment provided by the company, that suggests employment status. Long-term work relationship: Independent contractors often work on short-term projects, while employees typically have ongoing or indefinite work relationships. How Can a Lawyer Help Me Win My Misclassification Case? Washington State has strong labor laws to protect employees from misclassification. Employers that misclassify workers can be held accountable for back pay, overtime wages, penalties, and attorney fees. Taking legal action not only fights for your own rights but also sends a clear message that companies cannot exploit their workers. Justice Law Corporation operates on a contingency fee basis, which means you won’t pay any upfront costs—we only get paid if we recover compensation for you. This ensures that every worker, regardless of financial situation, can access the justice they deserve. Worker Classifications and Why They Matter Workers in Washington fall into three main categories: Nonexempt employees Exempt employees Independent contractors In broad terms, nonexempt employees are protected by the full range of federal, state, and local wage and hour laws , as well as a host of other protections. Exempt employees have some of the benefits of being considered employees, but they do not receive most of the wage protections. Meanwhile, independent contractors have very few protections and also lose out on benefits provided to employees, such as health insurance. Not surprisingly, employers often try to classify workers as independent contractors if they think they can get away with it, and it usually takes legal action to compel them to admit the truth and treat members of their workforce as proper employees. When a Worker Can Legally Be Classified as an Independent Contractor When a worker is classified as an independent contr Attorney Michael Jones | Justice Law Corporation --> Skip to content se habla español GET IN TOUCH FOR A FREE CONSULTATION 818-230-7502 Home About Us Attorneys Justice Cares Careers Practice Areas California Meal and Rest Breaks Overtime Off the Clock Work Discrimination Age Discrimination Disability Discrimination Gender Discrimination Marital Status Discrimination Parental Status Discrimination Pregnancy Discrimination Racial Discrimination Religious Discrimination Sexual Orientation Discrimination Employment Class Action Equal Pay FMLA Minimum Wage Sexual Harassment Unpaid Wages Unpaid Commissions and Bonuses Unpaid Travel Time Unpaid Vacation and PTO Unreimbursed Expenses Wage and Hour Wrongful Termination Washington Employment Class Action Equal Pay Wage & Hour FMLA Minimum Wage Wrongful Termination Misclassification Sexual Harassment Unpaid Wages Reviews Blog Case Results Contact Us Call Us Now Email Us Now Home About Us Attorneys Justice Cares Careers Practice Areas California Meal and Rest Breaks Overtime Off the Clock Work Discrimination Age Discrimination Disability Discrimination Gender Discrimination Marital Status Discrimination Parental Status Discrimination Pregnancy Discrimination Racial Discrimination Religious Discrimination Sexual Orientation Discrimination Employment Class Action Equal Pay FMLA Minimum Wage Sexual Harassment Unpaid Wages Unpaid Commissions and Bonuses Unpaid Travel Time Unpaid Vacation and PTO Unreimbursed Expenses Wage and Hour Wrongful Termination Washington Employment Class Action Equal Pay Wage & Hour FMLA Minimum Wage Wrongful Termination Misclassification Sexual Harassment Unpaid Wages Reviews Blog Case Results Contact Us Advocates by Your Side Michael Jones Attorney at Law Michael is an attorney at Justice Law Corporation and a member of the firm’s litigation team, where he represents employees in complex employment matters. His practice includes wage-and-hour class and representative actions, wrongful termination cases, and claims involving unlawful harassment, discrimination, and retaliation. Over the course of his career, Michael has represented plaintiffs in hundreds of cases and has helped recover more than ten million dollars on behalf of workers. He has extensive experience across all phases of litigation, including motion practice, discovery, mediation, arbitration, and settlement negotiations, and he approaches each case with careful preparation and a focus on accountability. Before joining Justice Law Corporation, Michael represented employees in both class and individual employment actions, as well as insureds in complex coverage and bad-faith disputes. He has managed substantial caseloads, drafted and argued dispositive motions, and successfully resolved matters involving wage-and-hour violations, retaliation, discrimination, and other workplace misconduct. His litigation experience informs a practical, disciplined approach to advancing cases and applying pressure where it matters. In addition to his employment practice, Michael has represented homeless and disabled veterans in administrative proceedings before the Department of Veterans Affairs, where he is an accredited representative through the Office of the General Counsel. In that role, he has helped veterans obtain service-connected disability and pension benefits owed in recognition of their service work that reflects his broader commitment to representing individuals navigating complex legal systems without adequate resources or leverage. Michael earned his Juris Doctor from the University of Southern California Gould School of Law and his Bachelor of Arts in Political Science from the University of California, Santa Barbara. He is admitted to practice in California and before the United States District Courts for the Central, Northern, Eastern, and Southern Districts of California. Michael considers it a privilege to advocate for workers and veterans alike, and he is committed to helping clients obtain fair treatment and meaningful relief when their rights have been violated. Education Admissions Honors & Awards J.D., USC Gould School of Law B.A., Political Science, University of California, Santa Barbara Admitted to practice in California; admitted before the United States District Court for the Central District of California, the United States District Court for the Northern District of California, the United States District Court for the Eastern District of California, and the United States District Court for the Southern District of California. Department of Veterans Affairs Office of the General Counsel, Accredited Representative. AmJur Award Recipient Get in Touch Contact us to request a free consultation! Choose State California Washington Other Characters remaining: 1500 By checking this box, you agree to receive SMS messages from Justice Law Corporation related to your legal inquiry. You may reply STOP to opt out at any time. Reply HELP to 818-230-7502 for assistance. Message and data rates may apply. Message frequency will vary. Learn more on our Privacy Policy and Terms & Conditions . Latest Blog Posts PaperStreet Web Design April 30, 2026 I Was Fired Shortly After Reporting Misconduct at Work — What Should I Do Next? Read More PaperStreet Web Design April 28, 2026 My Employer Says the Harassment Was “Just a Joke” — What Can I Do? Read More View More Posts Reviews View All Reviews 818-230-7502 Connect With Us! Who We Are Our attorneys offer more than incomparable experience and expertise in our fields. We are advocates in the truest sense of the word. With us, you don’t just get a lawyer – you get a whole team of people who are invested in the justice you seek and will be by your side every step of the way. California Address 751 N Fair Oaks Ave. Suite 101 Pasadena, CA 91103 Washington Address 1215 Fourth Ave. Suite 1630 Seattle, WA 98101 Copyright © 2025 Justice Law Corporation. All rights reserved. | Privacy Policy | Sitemap | Disclaimer I Reported Illegal Activity at Work, and Now I’m Being Written Up — Is That Retaliation? - Justice Law Corporation --> Skip to content se habla español GET IN TOUCH FOR A FREE CONSULTATION 818-230-7502 Home About Us Attorneys Justice Cares Careers Practice Areas California Meal and Rest Breaks Overtime Off the Clock Work Discrimination Age Discrimination Disability Discrimination Gender Discrimination Marital Status Discrimination Parental Status Discrimination Pregnancy Discrimination Racial Discrimination Religious Discrimination Sexual Orientation Discrimination Employment Class Action Equal Pay FMLA Minimum Wage Sexual Harassment Unpaid Wages Unpaid Commissions and Bonuses Unpaid Travel Time Unpaid Vacation and PTO Unreimbursed Expenses Wage and Hour Wrongful Termination Washington Employment Class Action Equal Pay Wage & Hour FMLA Minimum Wage Wrongful Termination Misclassification Sexual Harassment Unpaid Wages Reviews Blog Case Results Contact Us Call Us Now Email Us Now Home About Us Attorneys Justice Cares Careers Practice Areas California Meal and Rest Breaks Overtime Off the Clock Work Discrimination Age Discrimination Disability Discrimination Gender Discrimination Marital Status Discrimination Parental Status Discrimination Pregnancy Discrimination Racial Discrimination Religious Discrimination Sexual Orientation Discrimination Employment Class Action Equal Pay FMLA Minimum Wage Sexual Harassment Unpaid Wages Unpaid Commissions and Bonuses Unpaid Travel Time Unpaid Vacation and PTO Unreimbursed Expenses Wage and Hour Wrongful Termination Washington Employment Class Action Equal Pay Wage & Hour FMLA Minimum Wage Wrongful Termination Misclassification Sexual Harassment Unpaid Wages Reviews Blog Case Results Contact Us Advocates by Your Side I Reported Illegal Activity at Work, and Now I’m Being Written Up — Is That Retaliation? Speaking up about illegal activity at work is hard enough as it is. For people who are punished after blowing the whistle, it can send a clear message that their employer wants them to keep their mouths shut. Here is what you should know: Employers are banned from retaliating against workers for engaging in protected activity on the job, such as reporting misconduct. Writing up an employee for reporting illegal activity is itself unlawful.  Employers rarely admit that they are punishing workers for speaking up, however. Instead, they typically try to explain away their actions by citing performance or other factors that seem unrelated to the protected activity. That is why it is crucial that you seek the advice of an experienced attorney. At Justice Law Corporation, our Washington wrongful termination lawyers help working people fight back against retaliation and other unlawful activity. We are experienced attorneys who have dedicated our careers to assisting people in these and other employment cases. Our lawyers have a strong track record of successful results in court and through negotiated settlements for the people that we represent. Being written up is a serious situation that should get your attention. It does not necessarily mean you will be fired or demoted, but it is often a first step toward those moves. It can have long-term consequences for your career. This kind of retaliation allows illegal activity to go unchecked and toxic workplaces to fester. It is crucial for employees to fight back, whether it is individually or through collective action. To pursue a retaliation claim, it is not enough to simply suspect that you are being written up as punishment for reporting illegal activity. You have to be able to prove it. That starts with understanding your rights regarding workplace retaliation. Your Right to Blow the Whistle State and federal laws are designed to encourage employees to speak up about illegal activity and other misconduct in their workplaces. The laws give working people strong protections against retaliation for reporting: Harassment or discrimination Wage and hour violations Unsafe working conditions Fraud and other misconduct Employees are protected from retaliation even if the conduct about which they complained turns out to be lawful or the complaint cannot be proved. The key is that you reasonably believed you were acting in a protected way and the employer took a retaliatory action. Sometimes, the retaliation takes the form of a demotion or a firing. Other times, it is more incremental: Hours reductions Assignment changes Scheduling changes Poor performance reviews Denial of benefits Sudden enforcement of existing policies Any action designed to punish a worker for protected activity can be retaliation. If your employer writes you up after making a report, that may be evidence of retaliation. Take, for instance, a worker who reports to HR that a manager has been signing off on hours for people who did not work during those times. If the employee is suddenly being written up, this may be unlawful retaliation. Especially if the reason for the write-up is not valid. Anti-retaliation laws are central to employees’ rights on the job. These protections give working people the power to speak up, take action, and help coworkers without fear of being punished by their bosses.  How to Prove Workplace Retaliation Workers who are retaliated against do not have to suffer in silence. You have the right to take action by challenging the move, seeking to have a write-up scrubbed from your record, and stopping further retaliation before it happens.  To prove retaliation, you have to show that: You engaged in a protected activity Your employer took an adverse employment action There is a causal connection between the protected activity and the adverse action. Courts tend to broadly interpret adverse action to include being written up, as well as a wide range of other actions that can materially impact your job or career. The legal remedies available in retaliation cases vary based on the circumstances. They can include: Back pay: Wages and benefits lost from the date that you are fired or constructively discharged from your job Front pay: Future lost wages if reinstatement is not possible Injunction: Ordering that a write-up be axed Compensatory damages: Compensation for emotional distress, pain, suffering, humiliation, and damage to reputation Punitive damages: Extra damages designed to punish the employer for particularly malicious behavior Employers regularly try to justify retaliatory actions by citing performance, business needs, and other factors that appear on their face to be wholly unrelated to retaliation. Even when a move seems to be clearly retaliatory, you have to be able to show a judge or jury that it was unlawful. This can be tough, particularly when your employer does not provide all the relevant information about why you were written up. The good news is that you do not need to go it alone. A Washington wrongful termination lawyer at our firm can help. Timing is often of the utmost importance in retaliation cases. If your employer suddenly writes you up shortly after you report illegal activity, that may create a presumption that the move is retaliatory. Especially if you have not been written up under similar circumstances before. Comparison evidence can also go a long way toward proving retaliation. Are other workers being written up in similar situations? If not, and you are the only one who reported illegal activity, this bolsters your argument that retaliation is at play. Our Washington Wrongful Termination Lawyers Can Help If you believe you are being retaliated against at work, you have the right to take action. You do not need to go it alone. A Washington wrongful termination lawyer at Justice Law Corporation can help you evaluate your claim and understand your rights and options. Our office is conveniently located in Seattle. Contact us at (360) 207-0000 to schedule a free consultation with a Washington wrongful termination lawyer. Related Article Sitemap | Justice Law Corporation --> Skip to content se habla español GET IN TOUCH FOR A FREE CONSULTATION 818-230-7502 Home About Us Attorneys Justice Cares Careers Practice Areas California Meal and Rest Breaks Overtime Off the Clock Work Discrimination Age Discrimination Disability Discrimination Gender Discrimination Marital Status Discrimination Parental Status Discrimination Pregnancy Discrimination Racial Discrimination Religious Discrimination Sexual Orientation Discrimination Employment Class Action Equal Pay FMLA Minimum Wage Sexual Harassment Unpaid Wages Unpaid Commissions and Bonuses Unpaid Travel Time Unpaid Vacation and PTO Unreimbursed Expenses Wage and Hour Wrongful Termination Washington Employment Class Action Equal Pay Wage & Hour FMLA Minimum Wage Wrongful Termination Misclassification Sexual Harassment Unpaid Wages Reviews Blog Case Results Contact Us Call Us Now Email Us Now Home About Us Attorneys Justice Cares Careers Practice Areas California Meal and Rest Breaks Overtime Off the Clock Work Discrimination Age Discrimination Disability Discrimination Gender Discrimination Marital Status Discrimination Parental Status Discrimination Pregnancy Discrimination Racial Discrimination Religious Discrimination Sexual Orientation Discrimination Employment Class Action Equal Pay FMLA Minimum Wage Sexual Harassment Unpaid Wages Unpaid Commissions and Bonuses Unpaid Travel Time Unpaid Vacation and PTO Unreimbursed Expenses Wage and Hour Wrongful Termination Washington Employment Class Action Equal Pay Wage & Hour FMLA Minimum Wage Wrongful Termination Misclassification Sexual Harassment Unpaid Wages Reviews Blog Case Results Contact Us Advocates by Your Side Sitemap Home About Us Attorneys Justice Cares Careers Practice Areas California Meal and Rest Breaks Overtime Off the Clock Work Discrimination Age Discrimination Disability Discrimination Gender Discrimination Marital Status Discrimination Parental Status Discrimination Pregnancy Discrimination Racial Discrimination Religious Discrimination Sexual Orientation Discrimination Employment Class Action Equal Pay FMLA Minimum Wage Sexual Harassment Unpaid Wages Unpaid Commissions and Bonuses Unpaid Travel Time Unpaid Vacation and PTO Unreimbursed Expenses Wage and Hour Wrongful Termination Washington Employment Class Action Equal Pay Wage & Hour FMLA Minimum Wage Wrongful Termination Misclassification Sexual Harassment Unpaid Wages Reviews Blog Case Results Contact Us Get in Touch Contact us to request a free consultation! Choose State California Washington Other Characters remaining: 1500 By checking this box, you agree to receive SMS messages from Justice Law Corporation related to your legal inquiry. You may reply STOP to opt out at any time. Reply HELP to 818-230-7502 for assistance. Message and data rates may apply. Message frequency will vary. Learn more on our Privacy Policy and Terms & Conditions . Latest Blog Posts PaperStreet Web Design April 30, 2026 I Was Fired Shortly After Reporting Misconduct at Work — What Should I Do Next? Read More PaperStreet Web Design April 28, 2026 My Employer Says the Harassment Was “Just a Joke” — What Can I Do? Read More View More Posts Reviews View All Reviews 818-230-7502 Connect With Us! Who We Are Our attorneys offer more than incomparable experience and expertise in our fields. We are advocates in the truest sense of the word. With us, you don’t just get a lawyer – you get a whole team of people who are invested in the justice you seek and will be by your side every step of the way. California Address 751 N Fair Oaks Ave. Suite 101 Pasadena, CA 91103 Washington Address 1215 Fourth Ave. Suite 1630 Seattle, WA 98101 Copyright © 2025 Justice Law Corporation. All rights reserved. | Privacy Policy | Sitemap | Disclaimer Attorney April Rhéaume | Justice Law Corporation --> Skip to content se habla español GET IN TOUCH FOR A FREE CONSULTATION 818-230-7502 Home About Us Attorneys Justice Cares Careers Practice Areas California Meal and Rest Breaks Overtime Off the Clock Work Discrimination Age Discrimination Disability Discrimination Gender Discrimination Marital Status Discrimination Parental Status Discrimination Pregnancy Discrimination Racial Discrimination Religious Discrimination Sexual Orientation Discrimination Employment Class Action Equal Pay FMLA Minimum Wage Sexual Harassment Unpaid Wages Unpaid Commissions and Bonuses Unpaid Travel Time Unpaid Vacation and PTO Unreimbursed Expenses Wage and Hour Wrongful Termination Washington Employment Class Action Equal Pay Wage & Hour FMLA Minimum Wage Wrongful Termination Misclassification Sexual Harassment Unpaid Wages Reviews Blog Case Results Contact Us Call Us Now Email Us Now Home About Us Attorneys Justice Cares Careers Practice Areas California Meal and Rest Breaks Overtime Off the Clock Work Discrimination Age Discrimination Disability Discrimination Gender Discrimination Marital Status Discrimination Parental Status Discrimination Pregnancy Discrimination Racial Discrimination Religious Discrimination Sexual Orientation Discrimination Employment Class Action Equal Pay FMLA Minimum Wage Sexual Harassment Unpaid Wages Unpaid Commissions and Bonuses Unpaid Travel Time Unpaid Vacation and PTO Unreimbursed Expenses Wage and Hour Wrongful Termination Washington Employment Class Action Equal Pay Wage & Hour FMLA Minimum Wage Wrongful Termination Misclassification Sexual Harassment Unpaid Wages Reviews Blog Case Results Contact Us Advocates by Your Side April Rhéaume Attorney at Law April is a Washington attorney at Justice Law Corporation with more than a decade of experience handling complex employment and labor matters. She represents workers in state and federal courts and brings a deep understanding of workplace disputes shaped by years of experience representing employees, employers, and unions. Before joining Justice Law Corporation in 2025, April spent much of her career litigating and advising on employment matters across a wide range of forums, including courts, arbitrations, administrative agencies, and collective bargaining negotiations. She has represented employees in discrimination, disability, and wage-and-hour matters, while also advising employers on compliance, risk assessment, and dispute resolution. That dual-side experience gives her a clear understanding of how workplace conflicts arise, how they escalate, and how they are most effectively resolved. April has served as lead negotiator in collective bargaining agreements, managed employment investigations, and worked closely with organizational leadership on labor and employment strategy. She is known for her ability to analyze complex legal and factual issues, communicate clearly with clients, and approach sensitive workplace disputes with both precision and care. Over the course of her career, she has helped secure millions of dollars in recoveries and resolutions for her clients. In addition to her litigation background, April has held in-house and advisory roles involving employment policy development, compliance, and grievance resolution—experience that informs a practical, results-oriented approach to representing workers. Clients value her ability to combine strategic judgment with a grounded understanding of how employment decisions are made behind the scenes. April earned her Juris Doctor from the University of Arkansas at Little Rock William H. Bowen School of Law and is licensed to practice in Washington. Her practice reflects a steady commitment to accountability, fairness, and achieving meaningful outcomes for employees navigating difficult and often high-stakes workplace disputes. Education Admissions Honors and Awards Contributions J.D., William H. Bowen School of Law B.A., History, University of New Hampshire at Manchester Admitted to practice in Washington; admitted before the United States District Court for the Western District of Washington, the United States District Court for the Eastern District of Washington, the United States District Court for the District of Colorado, the United States District Court for the Western District of Texas and the United States District Court for the District of Iowa. Cum Laude William H. Bowen School of Law Labor and Employment Section, Washington Bar Association Get in Touch Contact us to request a free consultation! Choose State California Washington Other Characters remaining: 1500 By checking this box, you agree to receive SMS messages from Justice Law Corporation related to your legal inquiry. You may reply STOP to opt out at any time. Reply HELP to 818-230-7502 for assistance. Message and data rates may apply. Message frequency will vary. Learn more on our Privacy Policy and Terms & Conditions . Latest Blog Posts PaperStreet Web Design April 30, 2026 I Was Fired Shortly After Reporting Misconduct at Work — What Should I Do Next? Read More PaperStreet Web Design April 28, 2026 My Employer Says the Harassment Was “Just a Joke” — What Can I Do? Read More View More Posts Reviews View All Reviews 818-230-7502 Connect With Us! Who We Are Our attorneys offer more than incomparable experience and expertise in our fields. We are advocates in the truest sense of the word. With us, you don’t just get a lawyer – you get a whole team of people who are invested in the justice you seek and will be by your side every step of the way. California Address 751 N Fair Oaks Ave. Suite 101 Pasadena, CA 91103 Washington Address 1215 Fourth Ave. Suite 1630 Seattle, WA 98101 Copyright © 2025 Justice Law Corporation. All rights reserved. | Privacy Policy | Sitemap | Disclaimer California Age Discrimination Attorney | Justice Law Corporation --> Skip to content se habla español GET IN TOUCH FOR A FREE CONSULTATION 818-230-7502 Home About Us Attorneys Justice Cares Careers Practice Areas California Meal and Rest Breaks Overtime Off the Clock Work Discrimination Age Discrimination Disability Discrimination Gender Discrimination Marital Status Discrimination Parental Status Discrimination Pregnancy Discrimination Racial Discrimination Religious Discrimination Sexual Orientation Discrimination Employment Class Action Equal Pay FMLA Minimum Wage Sexual Harassment Unpaid Wages Unpaid Commissions and Bonuses Unpaid Travel Time Unpaid Vacation and PTO Unreimbursed Expenses Wage and Hour Wrongful Termination Washington Employment Class Action Equal Pay Wage & Hour FMLA Minimum Wage Wrongful Termination Misclassification Sexual Harassment Unpaid Wages Reviews Blog Case Results Contact Us Call Us Now Email Us Now Home About Us Attorneys Justice Cares Careers Practice Areas California Meal and Rest Breaks Overtime Off the Clock Work Discrimination Age Discrimination Disability Discrimination Gender Discrimination Marital Status Discrimination Parental Status Discrimination Pregnancy Discrimination Racial Discrimination Religious Discrimination Sexual Orientation Discrimination Employment Class Action Equal Pay FMLA Minimum Wage Sexual Harassment Unpaid Wages Unpaid Commissions and Bonuses Unpaid Travel Time Unpaid Vacation and PTO Unreimbursed Expenses Wage and Hour Wrongful Termination Washington Employment Class Action Equal Pay Wage & Hour FMLA Minimum Wage Wrongful Termination Misclassification Sexual Harassment Unpaid Wages Reviews Blog Case Results Contact Us Advocates by Your Side California Age Discrimination Attorney The wisdom that comes with experience is no longer valued in the workplace the way it once was. Employers who do not recognize the worth of their older employees are not only missing out on the benefits these workers provide, but they are also frequently breaking the law. State and federal laws prohibit workplace discrimination against employees over the age of 40. Discrimination can take many forms, so some workers who have been subjected to discrimination may not even realize that they have a legal right to seek compensation and other remedies for this violation of their rights. If your employer has taken discriminatory action against you because of your age, Justice Law Corporation is ready to help you obtain the remedies you deserve for the harm you’ve suffered. By working with a California age discrimination attorney on our team, you can not only gain justice for yourself but also inspire changes that can make the workplace better for everyone in the future. What is Age Discrimination in California? Age discrimination laws prohibit employers from engaging in practices that discriminate against workers and job applicants aged 40 and older. Workers in California are protected by federal law and state law, so it is important to work with an attorney who understands how to pursue remedies under both sets of laws. Understanding How Employers Discriminate Discrimination generally refers to any action that treats someone detrimentally because of a particular reason. That discrimination becomes illegal when the reason for unequal treatment is a factor protected by law. Race, ethnicity, and religion and some of the best-known protected factors. But age is also a protected factor. When employers engage in discrimination, it is often not obvious. It is often necessary to investigate extensively to uncover how an employer is not providing older workers with the same advantages as younger workers. An obvious example of an employer discriminating on the basis of age would be a situation where the boss walks up to a cashier at a store and says, “You look too old for our image so we’re firing you.” This rarely happens. Instead, the employer might systematically terminate the employment of all older—looking workers while providing false reasons for those terminations. An experienced California age discrimination attorney could find evidence of the pattern, but others might not notice it. Employers can discriminate not only by wrongfully firing employees on the basis of age (or the appearance of age) but also by: Refusing to hire older job applicants Advertising for job candidates who are “young” or under the age of 40 Asking a job candidate’s age during an interview (some exceptions apply) Paying lower wages to employees who are older Refusing to promote a good worker because of their age Refusing to provide training or other benefits because of a worker’s age Harassing an older worker with unwelcome jokes about their age Laying off or forcing older employees to retire because of their age Subjecting older workers to worse working conditions than younger workers While employers are not required to treat all employees the same way or to hire every candidate that applies for a position, age is not supposed to be a factor determining how an employee is treated. Exceptions: Limited Situations Where Employers are Allowed to Take Older Age into Consideration In a few rare situations, employers are allowed to essentially discriminate against older employees because of their age. If a younger age is a bona fide occupational qualification of the position, then the employer can consider it in decisions such as hiring, termination, or promotion. For instance, if a production company wanted to hire an actor to appear in a commercial for a toy geared toward preschoolers, then the job description would limit applicants to those with the appearance of a young child. Employers are allowed to ask about an applicant’s age if they are required to keep records on this factor. Additionally, employers are allowed to recruit job candidates on college campuses and participate in programs that assist with placing high school students in employment roles. They cannot, however, use these methods to avoid hiring older adults. The Laws Prohibiting Age Discrimination in Employment An experienced California age discrimination attorney works primarily with two sets of laws and their implementing regulations. On the federal level, Congress enacted the Age Discrimination in Employment Act (ADEA), while state lawmakers in California have adopted the Fair Employment and Housing Act (FEHA). Federal law generally overrides state law, but when the protections provided by state laws are greater, then employees receive the benefit of those protections. The federal government sets baseline standards, but states are free to make those standards stricter if they choose. California lawmakers have extended the protections beyond the federal minimums. Federal ADEA The ADEA prohibits discrimination in employment when an employer takes action solely on the basis of an employee or job candidate’s age. These provisions are enforced by the Equal Employment Opportunity Commission, and they apply to all public and private employers with 20 or more employees. California FEHA For workers in California, the FEHA provides more comprehensive protection from age discrimination than the federal ADEA. One key distinction is that California law prohibits employers from using age as a substantial motivating factor in employment decisions, whereas federal law only prohibits employers from using age as the sole reason for treating an employee negatively. This makes it easier to prove that an action constituted illegal discrimination under state laws, but it still requires extensive legal effort to conclusively establish that an employer has violated the law and that an employee is entitled to compensation. The California anti-discrimination provisions generally apply to employers with five or more employees. But even employers with few employees are prohibited from harassing employees on the basis of their age. Take Action Against Age Discrimination While the law gives rights to California Off the Clock Work Lawyer | Justice Law Corporation --> Skip to content se habla español GET IN TOUCH FOR A FREE CONSULTATION 818-230-7502 Home About Us Attorneys Justice Cares Careers Practice Areas California Meal and Rest Breaks Overtime Off the Clock Work Discrimination Age Discrimination Disability Discrimination Gender Discrimination Marital Status Discrimination Parental Status Discrimination Pregnancy Discrimination Racial Discrimination Religious Discrimination Sexual Orientation Discrimination Employment Class Action Equal Pay FMLA Minimum Wage Sexual Harassment Unpaid Wages Unpaid Commissions and Bonuses Unpaid Travel Time Unpaid Vacation and PTO Unreimbursed Expenses Wage and Hour Wrongful Termination Washington Employment Class Action Equal Pay Wage & Hour FMLA Minimum Wage Wrongful Termination Misclassification Sexual Harassment Unpaid Wages Reviews Blog Case Results Contact Us Call Us Now Email Us Now Home About Us Attorneys Justice Cares Careers Practice Areas California Meal and Rest Breaks Overtime Off the Clock Work Discrimination Age Discrimination Disability Discrimination Gender Discrimination Marital Status Discrimination Parental Status Discrimination Pregnancy Discrimination Racial Discrimination Religious Discrimination Sexual Orientation Discrimination Employment Class Action Equal Pay FMLA Minimum Wage Sexual Harassment Unpaid Wages Unpaid Commissions and Bonuses Unpaid Travel Time Unpaid Vacation and PTO Unreimbursed Expenses Wage and Hour Wrongful Termination Washington Employment Class Action Equal Pay Wage & Hour FMLA Minimum Wage Wrongful Termination Misclassification Sexual Harassment Unpaid Wages Reviews Blog Case Results Contact Us Advocates by Your Side California Off the Clock Work Lawyer Most employees in California are covered by wage and hour laws that require employers to compensate them adequately for all the time that they work. When employees are paid on an hourly basis, employers should keep accurate records of the time worked and pay for every minute of that work. But employers often require workers to complete tasks during time which is off the clock, not recorded, and not compensated. This is illegal. Although the amount of time involved may seem small, it adds up quickly. A California off-the-clock work lawyer at Justice Law Corporation helps employees recover wages that have been unfairly withheld and ensures that employers put measures in place to prevent this type of wage theft in the future. By speaking out to address this problem, employees not only improve their financial position but also create a better workplace for others in the future. Employers are not allowed to retaliate against an employee who takes action to enforce their rights under the law—if they do, they may be required to pay additional compensation to that employee. It makes sense to work with an experienced attorney to address the problem as soon as you recognize it, so that employers will be encouraged to respect their employees’ rights going forward. Examples of Illegal Off-the-Clock Work Often, employees don’t realize they are losing wages for off-the-clock work because they don’t understand what California law considers part of the work process. Generally, time spent doing something for the employer’s benefit should be compensated, even if it is not the core part of the employee’s job. Some examples of the ways in which work performed off the clock should be compensated (but are typically not) include: Putting on protective gear at the start of a shift or removing it at the end Calibrating equipment Responding to text messages and answering phone calls Gathering materials, tools, or paperwork in preparation to start job tasks Setting up before opening Cleaning up the workspace and storing equipment Waiting for the computer to boot up or standing in line to clock in Being on-call (in certain circumstances) Writing up invoices or charting data In some cases, travel time for work should also be compensated, yet it is not. Employers also wrongfully withhold pay by using time-keeping systems that round start and stop times or by discussing work with employees while they are on break. If you are doing work before you clock in, after you clock out, or while you are on break, it is a good idea to talk to a California off-the-clock work lawyer at Justice Law Corporation to discuss the potential to receive back pay and other remedies. Laws That Apply to Off-the-Clock Work in California Laws established by the federal government and adopted by the state of California require employers to pay employees fairly for “hours worked.” That pay must equal or exceed minimum wage unless you are considered exempt from wage and hour requirements. If your work for the day or week exceeds certain limits, you must be paid at overtime rates. So, both minimum wage laws and overtime laws apply to work done off the clock. Federal Law The U.S. Department of Labor , the federal agency that enforces wage and hour laws and other workplace requirements, states that “hours worked” includes “all time an employee must be on duty, or on the employer’s premises or at any other prescribed place of work.” Moreover, “hours worked” for an employer also includes “any additional time the employee is allowed to work.” In other words, even if your employer does not require off-the-clock work, if you do the work and your employer knows about it, it should be compensated as hours worked. The provisions requiring pay of minimum wage and overtime, as well as other requirements, are set forth in the Fair Labor Standards Act . California Law California law provides protections that expand beyond those in federal law. The federal courts have applied a “de minimis” doctrine that, in some cases, prevents employees from recovering compensation for off-the-clock work. The rationale for applying this doctrine under the Fair Labor Standards Act is that courts cannot be bothered with minor matters, and the time involved in some wage theft cases is too short to warrant judicial attention. However, the Ninth Circuit Court of Appeals has ruled that when a worker’s case is governed by California’s laws rather than federal laws, it is up to state courts to decide whether the same doctrine would apply. And the California Supreme Court has said it does not.  The case involved an employee who worked closing shifts at a coffee shop chain. He was required to complete specific procedural tasks after clocking out in the evenings, including transmitting reports, setting the alarm, and walking employees to their vehicles. Although he sometimes had to wait for employees or complete additional tasks, the time spent after clocking out ranged from 4 to 10 minutes each day. Over a 17-month time period, the record showed that the employee worked nearly 13 hours off the clock. This amounted to less than $103 under the wage in force at the time. While federal law considered the time involved a minor matter not worthy of judicial relief, the California Supreme Court said that California labor laws took these matters seriously. The court noted that employment laws require specific ten-minute rest breaks and that employers must pay employees for an extra hour if they interrupt or fail to provide these breaks. In other words, the California Labor Code, regulations, and courts recognize that even small amounts of time that employees regularly work without pay deserve compensation. In some cases, it makes sense for a California off-the-clock work lawyer to address the claims of numerous workers in a class action to obtain remedies for several employees in a single legal action. The employee who serves as the class representative in this type of case is often able to receive extra compensation for stepping forward. FAQS About Off-the-Clock Work in California Employees are not always sure whether they are receiving compensation for all the work they’ve done, and Disclaimer | Justice Law Corporation --> Skip to content se habla español GET IN TOUCH FOR A FREE CONSULTATION 818-230-7502 Home About Us Attorneys Justice Cares Careers Practice Areas California Meal and Rest Breaks Overtime Off the Clock Work Discrimination Age Discrimination Disability Discrimination Gender Discrimination Marital Status Discrimination Parental Status Discrimination Pregnancy Discrimination Racial Discrimination Religious Discrimination Sexual Orientation Discrimination Employment Class Action Equal Pay FMLA Minimum Wage Sexual Harassment Unpaid Wages Unpaid Commissions and Bonuses Unpaid Travel Time Unpaid Vacation and PTO Unreimbursed Expenses Wage and Hour Wrongful Termination Washington Employment Class Action Equal Pay Wage & Hour FMLA Minimum Wage Wrongful Termination Misclassification Sexual Harassment Unpaid Wages Reviews Blog Case Results Contact Us Call Us Now Email Us Now Home About Us Attorneys Justice Cares Careers Practice Areas California Meal and Rest Breaks Overtime Off the Clock Work Discrimination Age Discrimination Disability Discrimination Gender Discrimination Marital Status Discrimination Parental Status Discrimination Pregnancy Discrimination Racial Discrimination Religious Discrimination Sexual Orientation Discrimination Employment Class Action Equal Pay FMLA Minimum Wage Sexual Harassment Unpaid Wages Unpaid Commissions and Bonuses Unpaid Travel Time Unpaid Vacation and PTO Unreimbursed Expenses Wage and Hour Wrongful Termination Washington Employment Class Action Equal Pay Wage & Hour FMLA Minimum Wage Wrongful Termination Misclassification Sexual Harassment Unpaid Wages Reviews Blog Case Results Contact Us Advocates by Your Side Disclaimer The information found on this website is for general informational, educational, and advertising purposes only. Any information found on this website does not constitute legal advice or a solicitation of clients, nor does it create an attorney-client relationship between the reader and Justice Law Corporation . Any case result information provided on any portion of this website should not be understood as a promise of any particular result in a future case because the results obtained in specific cases depend on a variety of factors unique to each case; past case results do not guarantee or predict a similar result in future cases undertaken by Justice Law Corporation. Professional legal counsel should be sought for specific advice relevant to your circumstances. Do not send any confidential information to our firm until an attorney-client relationship has been established through direct communication with an attorney at the Justice Law Corporation and subsequent mutual written agreement that our representation of you would be appropriate and acceptable. Get in Touch Contact us to request a free consultation! Choose State California Washington Other Characters remaining: 1500 By checking this box, you agree to receive SMS messages from Justice Law Corporation related to your legal inquiry. You may reply STOP to opt out at any time. Reply HELP to 818-230-7502 for assistance. Message and data rates may apply. Message frequency will vary. Learn more on our Privacy Policy and Terms & Conditions . Latest Blog Posts PaperStreet Web Design April 30, 2026 I Was Fired Shortly After Reporting Misconduct at Work — What Should I Do Next? Read More PaperStreet Web Design April 28, 2026 My Employer Says the Harassment Was “Just a Joke” — What Can I Do? Read More View More Posts Reviews View All Reviews 818-230-7502 Connect With Us! Who We Are Our attorneys offer more than incomparable experience and expertise in our fields. We are advocates in the truest sense of the word. With us, you don’t just get a lawyer – you get a whole team of people who are invested in the justice you seek and will be by your side every step of the way. California Address 751 N Fair Oaks Ave. Suite 101 Pasadena, CA 91103 Washington Address 1215 Fourth Ave. Suite 1630 Seattle, WA 98101 Copyright © 2025 Justice Law Corporation. All rights reserved. | Privacy Policy | Sitemap | Disclaimer Attorney Talia Lux | Justice Law Corporation --> Skip to content se habla español GET IN TOUCH FOR A FREE CONSULTATION 818-230-7502 Home About Us Attorneys Justice Cares Careers Practice Areas California Meal and Rest Breaks Overtime Off the Clock Work Discrimination Age Discrimination Disability Discrimination Gender Discrimination Marital Status Discrimination Parental Status Discrimination Pregnancy Discrimination Racial Discrimination Religious Discrimination Sexual Orientation Discrimination Employment Class Action Equal Pay FMLA Minimum Wage Sexual Harassment Unpaid Wages Unpaid Commissions and Bonuses Unpaid Travel Time Unpaid Vacation and PTO Unreimbursed Expenses Wage and Hour Wrongful Termination Washington Employment Class Action Equal Pay Wage & Hour FMLA Minimum Wage Wrongful Termination Misclassification Sexual Harassment Unpaid Wages Reviews Blog Case Results Contact Us Call Us Now Email Us Now Home About Us Attorneys Justice Cares Careers Practice Areas California Meal and Rest Breaks Overtime Off the Clock Work Discrimination Age Discrimination Disability Discrimination Gender Discrimination Marital Status Discrimination Parental Status Discrimination Pregnancy Discrimination Racial Discrimination Religious Discrimination Sexual Orientation Discrimination Employment Class Action Equal Pay FMLA Minimum Wage Sexual Harassment Unpaid Wages Unpaid Commissions and Bonuses Unpaid Travel Time Unpaid Vacation and PTO Unreimbursed Expenses Wage and Hour Wrongful Termination Washington Employment Class Action Equal Pay Wage & Hour FMLA Minimum Wage Wrongful Termination Misclassification Sexual Harassment Unpaid Wages Reviews Blog Case Results Contact Us Advocates by Your Side Talia Lux Lead Associate, Attorney at Law Talia is a Lead Associate at Justice Law Corporation and a confident litigator known for being a strong, effective voice for workers in employment disputes. She represents employees with clarity and determination, combining sharp advocacy with disciplined preparation to drive cases toward meaningful outcomes. Talia’s litigation skills are grounded in a strong foundation of oral advocacy and legal analysis. She earned her Juris Doctor from Pepperdine Caruso School of Law, where she placed first in multiple moot court competitions and developed the courtroom presence, research ability, and precision that now define her work in practice. In her role at Justice Law Corporation, Talia has been appointed as class counsel in employment matters and has first-chaired arbitration proceedings, reflecting the firm’s trust in her judgment and advocacy. She regularly argues motions, manages litigation responsibilities, and plays an active role in shaping case strategy in complex employment disputes. As a Lead Associate, Talia brings focus, responsiveness, and follow-through to every matter she handles, particularly when employers push back or attempt to delay accountability. Clients rely on her to be prepared, direct, and persistent throughout the litigation process. Talia also brings meaningful linguistic and cultural fluency to her practice. She speaks Armenian, French, and English fluently, and Arabic and Spanish conversationally, allowing her to communicate effectively with clients from diverse backgrounds and ensure they are fully informed and heard at every stage of their case. Education Admissions Honors and Awards Publications Contributions Results J.D., Pepperdine Caruso School of Law Certificate of Entrepreneurship, Pepperdine University B.A., International Studies, Minors in French and Professional Writing, University of California, Santa Barbara Admitted to practice in California; admitted before the United States District Courts for the Central, Northern, Eastern, and Southern Districts of California. Super Lawyers Rising Star, 2025 Order of Barristers First Place at Pepperdine’s Vincent Dalsimer Moot Court Competition First Place at Pepperdine’s Armand Arabian Moot Court Competition First Place at Pepperdine’s First-Year Moriarty Moot Court Competition Second Best Brief at Notre Dame’s Religious Freedom Moot Court Competition Second Place at the Saul Lefkowitz Regional Moot Court Competition Finalist at the Saul Lefkowitz National Competition Semi-Finalist at the Chicago Bar Association National Moot Court Competition Symposium Editor for the Journal of Business, Entrepreneurship, and the Law Talia Lux, The California Cannabis Industry: The Complexities Since Recreational Legalization, 13 J. Bus. Entrepreneurship & L. 209 (2020) American Bar Association Los Angeles County Bar Association $3,000,000 settlement in a wage and hour class action $2,000,000 settlement in a wage and hour class action $3,000,000 settlement in a wage and hour class action $2,000,000 settlement in a wage and hour class action Get in Touch Contact us to request a free consultation! Choose State California Washington Other Characters remaining: 1500 By checking this box, you agree to receive SMS messages from Justice Law Corporation related to your legal inquiry. You may reply STOP to opt out at any time. Reply HELP to 818-230-7502 for assistance. Message and data rates may apply. Message frequency will vary. Learn more on our Privacy Policy and Terms & Conditions . Latest Blog Posts PaperStreet Web Design April 30, 2026 I Was Fired Shortly After Reporting Misconduct at Work — What Should I Do Next? Read More PaperStreet Web Design April 28, 2026 My Employer Says the Harassment Was “Just a Joke” — What Can I Do? Read More View More Posts Reviews View All Reviews 818-230-7502 Connect With Us! Who We Are Our attorneys offer more than incomparable experience and expertise in our fields. We are advocates in the truest sense of the word. With us, you don’t just get a lawyer – you get a whole team of people who are invested in the justice you seek and will be by your side every step of the way. California Address 751 N Fair Oaks Ave. Suite 101 Pasadena, CA 91103 Washington Address 1215 Fourth Ave. Suite 1630 Seattle, WA 98101 Copyright © 2025 Justice Law Corporation. All rights reserved. | Privacy Policy | Sitemap | Disclaimer California Unpaid Wages Lawyer | Justice Law Corporation --> Skip to content se habla español GET IN TOUCH FOR A FREE CONSULTATION 818-230-7502 Home About Us Attorneys Justice Cares Careers Practice Areas California Meal and Rest Breaks Overtime Off the Clock Work Discrimination Age Discrimination Disability Discrimination Gender Discrimination Marital Status Discrimination Parental Status Discrimination Pregnancy Discrimination Racial Discrimination Religious Discrimination Sexual Orientation Discrimination Employment Class Action Equal Pay FMLA Minimum Wage Sexual Harassment Unpaid Wages Unpaid Commissions and Bonuses Unpaid Travel Time Unpaid Vacation and PTO Unreimbursed Expenses Wage and Hour Wrongful Termination Washington Employment Class Action Equal Pay Wage & Hour FMLA Minimum Wage Wrongful Termination Misclassification Sexual Harassment Unpaid Wages Reviews Blog Case Results Contact Us Call Us Now Email Us Now Home About Us Attorneys Justice Cares Careers Practice Areas California Meal and Rest Breaks Overtime Off the Clock Work Discrimination Age Discrimination Disability Discrimination Gender Discrimination Marital Status Discrimination Parental Status Discrimination Pregnancy Discrimination Racial Discrimination Religious Discrimination Sexual Orientation Discrimination Employment Class Action Equal Pay FMLA Minimum Wage Sexual Harassment Unpaid Wages Unpaid Commissions and Bonuses Unpaid Travel Time Unpaid Vacation and PTO Unreimbursed Expenses Wage and Hour Wrongful Termination Washington Employment Class Action Equal Pay Wage & Hour FMLA Minimum Wage Wrongful Termination Misclassification Sexual Harassment Unpaid Wages Reviews Blog Case Results Contact Us Advocates by Your Side California Unpaid Wages Lawyer Many workers in California are not receiving the full wages they have earned. Employers use a variety of different methods to deny employees the amounts they are owed under federal and state laws. You may not be receiving appropriate pay for break times or overtime. Your employer might not be paying the full amount required under local minimum wage laws. Your employer might not have compensated you for vacation pay or work done off the clock. Or you might be misclassified as an independent contractor or exempt employee. Regardless of the reason you haven’t received the full amount you are owed for your work, a California unpaid wages lawyer at Justice Law Corporation can work to set things right. Our team knows how to ensure that you recover compensation for the wages you’ve lost, as well as other remedies allowed under the law. Wage and Hour Laws Guarantee You Certain Pay Employers in California are required to comply with an array of federal, state, and local laws that are often referred to as “ wage and hour” laws . These legal requirements are designed to ensure that workers receive fair compensation for the hours they work for their employers. Wage and hour laws set standards about issues such as: Paying higher wages when employees work more than a standard workday or work week Ensuring employees receive at least a set minimum amount per hour Not delaying too long before paying wages for work performed Compensating employees for all work performed and for paid breaks and time-off Classifying employees properly so that they are provided with their full rights Sometimes, employers are not aware of the ways that their conduct is denying workers the full wages they have earned. Other times, employers understand the standards they should comply with, but they cut corners, hoping employees will not notice or that they will not act to enforce their rights under the law. At Justice Law Corporation, we know that assistance from an unpaid wages lawyer n California can not only enable employees to recover compensation for unpaid wages from the past but also ensure that all workers receive full and fair compensation in the future, improving the workplace all around. Unpaid Overtime While there are exceptions, many employees in California should be receiving additional pay when they work hours over a certain standard limit. Federal law requires overtime pay for employees who work more than 40 hours in a given work week, unless those employees fall under a specific exemption. California law sets overtime requirements for work weeks and individual workdays.  When employees work more than 8 hours in a day, the additional hours are supposed to be paid at one and a half times their normal rate. If they work more than 12 hours in a day, the hours beyond that threshold are supposed to be compensated at twice the regular rate of pay. The overtime requirements do not apply to certain types of workers, such as executives, and there are special requirements in place in certain industries because of the non-traditional schedules used in these fields. Employees may believe that they are exempt from overtime requirements when, instead, they should be receiving additional pay for extra hours. An unpaid wages lawyer can review the details of job duties to determine whether an employee is entitled to receive overtime and, if so, work to obtain compensation for past lost wages and ensure the proper application of overtime rules in the future. Meal and Rest Breaks Far too often, employers fail to provide required breaks for employees, or they unlawfully deduct pay for break periods that should be compensated. Any employee who works a shift of at least five hours is supposed to receive a “meal period” break of 30 minutes or more. (If the shift is no longer than six hours, the employee can waive the right to a meal break.)  If a worker is still expected to fulfill some duties during the meal break, then the employer must provide compensation for that time. When it is a true break, the employer does not need to pay for that time. However, if an employer fails to provide a required meal break, that employer is supposed to pay a full hour of compensation essentially as a penalty for denying the break. Additionally, for every four hours worked, an employee is entitled to a rest break of at least ten minutes. This rest period is counted as work time, so employers must pay employees while they are on a required rest break. If you suspect that you are not receiving compensation for rest breaks or not being given appropriate meal breaks, or that you are not being compensated for missed breaks, a California unpaid wages lawyer at Justice Law Corporation can review the circumstances and explain your options for recovering what you are owed. Off-the-Clock Work Employers often expect employees to complete certain tasks before they clock in or after they have logged out for the day. This is a violation of wage and hour laws in many cases. Unless an exception or exemption applies, employees should be compensated for all the time they are working. Workers who have been denied pay for work performed off the clock need to take legal action to call attention to this practice so that employers will be forced to abide by the rules. Legal action can also enable the recovery of past unpaid wages. Misclassification of Employees There are exceptions for minimum wage requirements, overtime provisions, and other wage and hour laws when an employee is classified as belonging to a category of workers who are exempt from these rules. Usually, employees are exempt because they are highly compensated or because they have chosen to work in an artistic field where it may not be economically feasible to pay prevailing rates for hours worked. Employers often misclassify employees as exempt from wage requirements when, in fact, these employees should be paid at least minimum wage and receive overtime for extra hours worked. They also sometimes classify employees as independent contractors, which allows the employer to ignore wage laws and force employees to shoulder the burden of payroll taxes. When employers cheat employees by misclassifying them, an unpaid wages attorne Washington Wage & Hour Law Attorneys | Justice Law Corporation --> Skip to content se habla español GET IN TOUCH FOR A FREE CONSULTATION 818-230-7502 Home About Us Attorneys Justice Cares Careers Practice Areas California Meal and Rest Breaks Overtime Off the Clock Work Discrimination Age Discrimination Disability Discrimination Gender Discrimination Marital Status Discrimination Parental Status Discrimination Pregnancy Discrimination Racial Discrimination Religious Discrimination Sexual Orientation Discrimination Employment Class Action Equal Pay FMLA Minimum Wage Sexual Harassment Unpaid Wages Unpaid Commissions and Bonuses Unpaid Travel Time Unpaid Vacation and PTO Unreimbursed Expenses Wage and Hour Wrongful Termination Washington Employment Class Action Equal Pay Wage & Hour FMLA Minimum Wage Wrongful Termination Misclassification Sexual Harassment Unpaid Wages Reviews Blog Case Results Contact Us Call Us Now Email Us Now Home About Us Attorneys Justice Cares Careers Practice Areas California Meal and Rest Breaks Overtime Off the Clock Work Discrimination Age Discrimination Disability Discrimination Gender Discrimination Marital Status Discrimination Parental Status Discrimination Pregnancy Discrimination Racial Discrimination Religious Discrimination Sexual Orientation Discrimination Employment Class Action Equal Pay FMLA Minimum Wage Sexual Harassment Unpaid Wages Unpaid Commissions and Bonuses Unpaid Travel Time Unpaid Vacation and PTO Unreimbursed Expenses Wage and Hour Wrongful Termination Washington Employment Class Action Equal Pay Wage & Hour FMLA Minimum Wage Wrongful Termination Misclassification Sexual Harassment Unpaid Wages Reviews Blog Case Results Contact Us Advocates by Your Side Washington Wage and Hour Lawyers At Justice Law Corporation, we’re not just lawyers—we’re champions for the hardworking families of Washington. Wage and hour laws were put in place to protect workers like you from being shortchanged, but all too often, employers find ways to get around these rules. Whether it’s failing to pay overtime, shaving hours off your paycheck, or denying you breaks, these violations can have serious consequences for your financial stability. Our wage and hour lawyers in Washington State are here to stand up for you. We understand that wage disputes are stressful, intimidating, and can feel overwhelming. That’s why we’re committed to offering affordable, compassionate legal support with no upfront fees. You focus on your family and your job—let us focus on your rights. Contact us for a free consultation today! Wage Theft: An Overlooked Crime Wage theft is one of the most pervasive and underreported crimes in the United States. Shockingly, wage theft robs more money from American workers than all other forms of theft combined. Whether it’s unpaid overtime, stolen tips, or simply not paying workers for all their hours, this problem is rampant—and most workers don’t even know it’s happening. Here are some eye-opening statistics: According to a study by the Economic Policy Institute, wage theft costs workers $50 billion annually in the United States. In Washington state, more than $600 million is stolen from workers every year through wage theft. Low-wage workers are particularly vulnerable, with wage theft affecting 17% of the low-wage workforce nationally. These numbers show just how common and devastating wage theft can be. But despite its massive impact, wage theft often goes unpunished because it’s hard to spot and even harder to prove. That’s where we come in. Justice Law Corporation is dedicated to identifying and fighting wage theft on behalf of workers. Washington is one of the states hardest hit by wage theft, with $600 million stolen from workers annually. This crime disproportionately affects vulnerable communities, particularly low-wage workers, immigrants, and young workers who may not be familiar with their rights. But it’s not just Washington—across the U.S., wage theft is a national crisis. A 2024 report by the Economic Policy Institute related a study showing that 2.4 million workers in the 10 most populous states lost a combined $8 billion annually to minimum wage viola