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.
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 misclassification 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.
