Pasadena Employment Lawyer

Representing Employees & Employers in the San Gabriel Valley

Since 2006, the Pasadena employment lawyers at the Law Offices of Paul P. Cheng & Associates have advised employers and employees in Pasadena, Arcadia, the San Gabriel Valley, and surrounding areas on employment-related legal matters. We have represented employers and employees in administrative hearings and litigation, including issues ranging from wrongful termination to harassment, wage violations, invasion of privacy, and more.

Our Pasadena employment attorneys take each and every case seriously. You and your rights are incredibly important to us, and when you trust us with your case, we will treat you with the compassion, care, and personalized attention that you deserve.

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Employment Law Matters We Handle

Whether you have been a citizen of this country for decades or you are a recent immigrant, we are here to protect your rights. We have won millions of dollars in judgments and verdicts on behalf of abused individuals throughout California, including employees and employers who have been mistreated.

Our Pasadena employment law practice areas include, but are not limited to the following:

Wrongful Termination

Although California is an “at will” state, that does not mean that employers cannot be held accountable for instances of wrongful termination. Give our office a call to speak with a wrongful termination lawyer in Pasadena if you believe your termination was a result of discrimination, harassment, or retaliation.

• Related: Ask the Attorney - Topic: Wrongful Termination

Wage and Hour Law 

Employers have a responsibility to compensate their workers fully and fairly and to ensure that their employees take all of their required rest and meal breaks without interruption. If you were forced to work through your breaks without pay or you have been denied overtime pay for hours worked, get in touch with our Pasadena wage and hour attorney as soon as possible.

Discrimination and Harassment

California employers must abide by the California Fair Employment and Housing Act, which makes it illegal for employers to discriminate against or harass employees or job applicants based on their race, national origin, sex, gender, age, pregnancy status, and other protected characteristics. If you are being treated differently from other employees or are enduring physical, verbal, or sexual harassment by an employer, you may have a valid legal claim. Get in touch with our skilled discrimination lawyer in Pasadena today.

Worker Misclassification

In some instances, employers incorrectly categorize their workers as independent contractors rather than employees of the company. This decision is motivated by various factors, such as avoiding paying workers overtime, sidestepping mandated minimum wage requirements, reducing tax obligations, avoiding insurance costs, dodging worker's compensation responsibilities, and more. This practice is not only unjust, deceptive, and manipulative but also unlawful! The consequences extend beyond the disadvantaged employee, as both state and federal governments miss out on the taxes that the employer should rightfully be remitting.

In some instances, employers incorrectly categorize their workers as independent contractors rather than employees of the company. This decision is motivated by various factors, such as avoiding paying workers overtime, sidestepping mandated minimum wage requirements, reducing tax obligations, avoiding insurance costs, dodging worker's compensation responsibilities, and more. This practice is not only unjust, deceptive, and manipulative but also unlawful! The consequences extend beyond the disadvantaged employee, as both state and federal governments miss out on the taxes that the employer should rightfully be remitting.

Below are 6 signs that your employer may be misclassifying you as an independent contractor instead of an employee:

• Your employer dictates work hours, location, and methods, limiting your control.
• Your job has ongoing terms instead of being based on projects.
• Your employer provides all of the tools you need to perform your duties, not you.
• You don't send invoices. You receive a regular paycheck.
• You exclusively work for one company.
• Your role closely matches that of full-time employees.

If you relate to these and your employer still labels you as a contractor, consider speaking with a qualified Pasadena worker misclassifcation attorney at Law Offices of Paul P. Cheng & Associates.

Sexual Harassment

What constitutes sexual harassment in the workplace? Sexual harassment refers to unwelcome sexual advances, conduct, or comments that create an intimidating, hostile, or offensive work environment. Both men and women can be victims of sexual harassment, and the harasser can be of the same or different gender.

The two main types of sexual harassment are:

• Quid Pro Quo: When employment decisions or benefits are explicitly or implicitly dependent on the acceptance of unwelcome sexual advances, requests for sexual favors, or other conduct of a sexual nature. For example, a boss demands sexual favors in exchange for a promotion or threatens to fire an employee if they reject the offer.
• Hostile Work Environment: Involves conduct, comments, or behavior of a sexual nature that interferes with an individual's work performance or creates an intimidating, hostile, or offensive work environment. Examples include unwanted sexual jokes, derogatory comments, offensive imagery, repeated sexual advances, or physical contact.

To establish a sexual harassment claim, several factors are considered, such as the severity and pervasiveness of the conduct, whether it interferes with the employee's work environment, and whether the employer knew or should have known about the harassment but failed to take prompt and effective action. If you believe you experienced sexual harassment in the workplace schedule an initial consultation with an experienced Pasadena sexual harassment lawyer at our firm.

Employee-Employer Relations

Employers and employees rely on one another for the success of a business and thus must fulfill certain obligations. Our Pasadena employment lawyer can resolve any disputes regarding an employee's classification, pay, and other concerns as they pertain to the Fair Labor Standards Act (FLSA).

Unemployment Insurance in California  

Have you been wrongfully terminated? Our Pasadena employment attorney can answer your questions about unemployment insurance, help you appeal a denial of unemployment benefits, and address any related concerns about your rights.

Representation for Employers 

Our experienced Pasadena employment lawyers also represent employers who have been charged by state or federal government agencies for alleged violations of labor and employment laws, including discrimination and harassment.

Risk Assessment

Our Pasadena employment law firm works with employers to ensure compliance with state and federal employment laws in order to identify areas of potential liability and avoid future legal issues. 

Why Hire the Law Offices of Paul P. Cheng & Associates?

With more than 800 cases handled, Attorney Paul Cheng was selected for inclusion in the Super Lawyers® Rising Stars℠ list in 2014 and 2015 and has been included in the Super Lawyers®  list since 2016. These distinctions are a testament to his professional achievements as well as his reputation among other attorneys. Together with his experienced team, he is committed to handling each case with integrity, passion, and superior client care.

Our Pasadena employment lawyers provide clients with:

• Free initial consultation
• Trustworthy legal advice
• 24/7 availability
• Document drafting
• Assistance in policy and procedure implementation in the workplace
• Assistance for employers to comply with state and federal employment laws
• Guidance for employers to set up employee drug testing
• Information about Title VII of the Civil Rights Act of 1964, the Americans with Disabilities Act, the Fair Employment and Housing Act, and the Worker Adjustment and Retraining Notification Act and how they apply to you as an employer
• Services in both English and Chinese

Additional Reading

• Is An Employer Responsible For Work Related Injuries?
• HR 6201: What Employers Need To Know About The Federal Families First Coronavirus Response Act
• Owner Responsibility For Actions Of His Employees
• Insurance Bad Faith - Business Interruption Insurance