We have represented clients across the board from the trial level up to the appellate level, and won. We have vindicated rights under existing law and made new law. We get it right.
We represent government and private whistleblowers who have been retaliated against due to their opposition to the illegal practices of their employers. You’ve had the courage to stand up and do the right thing, putting yourself and your job in danger. We’re here to make sure that you enjoy all the protections that the law has to offer. The law is set up to protect the rights of legitimate whistleblowers, and we’re in the business of vindicating those rights.
California and federal law guarantee broad workplace protections to employees with disabilities. Employers are prohibited from discriminating against employees on the basis of their disabilities or failing to engage in an interactive process to provide reasonable accommodations so that disabled employees can continue their employment. Employers are also prohibited from discriminating against employees who have been injured on the job, as the rights of those injured employees to remain on the job are guaranteed so long as they are able to perform the essential functions of their position with reasonable accommodations.
In this day and age, we would expect that racism in the workplace is a thing of the past. Not so. Racial animosity in the workplace is a reality even though employers are prohibited from treating employees differently on the basis of their race, national origin, color, or ancestry. No employer is exempt from the provisions of law that prevent race from serving as the substantial motivating reason behind an adverse employment action.
Wage & Hour Violations Law
California employers are required to comply with requirements that govern the minimum wage, payment of overtime wages, meal and rest periods, and accurate wage statements. Employers who fail to comply with these legal requirements are subject to actions by their employees for money damages, interest, and statutory penalties. Such legal requirements under the California Labor Code are very clear, and lend themselves to effective enforcement on behalf of aggrieved employees.
California employers are subject to strict requirements under the law to ensure the safety and wellbeing of their employers. In situations where employers fail to meet those safety standards, the law provides remedies for employees who have been put in danger. Employers who fail to take required safety precautions for their workers are subject to various enforcement mechanisms afforded by California and federal law.
Enforcement of Judgments
We have engaged in substantial post-judgment practice related to the enforcement of money judgments, both in the United States and abroad. We have trial and appellate experience related to the California Uniform Foreign-Country Money Judgments Recognition Act (UFMJRA) as well as successful results related to the California Uniform Fraudulent Transfer Act (UFTA). Further, we have obtained favorable results in utilizing post-judgment discovery and enforcement of judgment mechanisms.
We have litigated a broad range of matters at the appellate level in matters pertaining to products liability, legal malpractice, government claims, public sector employment, Uniform Foreign Money Judgments Recognition Act (UFMJRA) litigation, and healthcare law.