Notes

San Diego Employment Law Lawyers
Under California law, all workers are entitled to be treated with dignity and respect. Sexual harassment – either quid pro quo or repeated advances that create a hostile work environment – makes that impossible. Victims of harassment in San Diego can pursue compensation for fallout – including damages for lost wages, medical expenses, and emotional distress and suffering. California employment law imposes strict limitations on the length of time in which aggrieved workers can take action against their employers. Each employment law claim has what is called a statute of limitations, which is basically a deadline by which you must file your case.
As the gig economy booms, employers sometimes take advantage of independent contractors to avoid providing overtime pay and benefits. If you believe you have been misclassified as an independent contractor, the attorneys at Colby Law Firm can help. Harassment is defined as any behavior that creates a hostile work environment through misconduct that raises concerns for the safety of another person’s life, health, well-being, family, or property, whether direct or indirect.



This can result in physical and emotional strain on employees, who may be denied the opportunity to rest and recharge during the workday. For every five hours worked, employees are entitled to a 30-minute meal break, during which they are relieved of all duties and are free to leave the workplace. In addition, employees are entitled to a 10-minute rest break for every four hours worked. California law defines sexual harassment as any unwanted sexual advances, requests for sexual favors, or other verbal or physical conduct of a sexual nature. It can also include offensive comments, gestures, or images that create a hostile work environment. Most Americans commit more of their time to their work than they do any other activities.
Unfortunately, some employers in California may engage in practices that violate these laws, either intentionally or unintentionally. This can result in significant harm to employees, including lost wages, emotional distress, and other damages. At Dychter Law, we have a thorough understanding of sexual harassment law and to be able to provide expert legal advice and representation to victims of sexual harassment.

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Mr. Hanrahan also offers mediation services with Hanrahan Mediation. In these tense situations, having a seasoned San Diego employment lawyer can make all the difference in steering your case to a good outcome, one that involves fair compensation for the wrongs that you have endured. At The Law Office of Frank S. Clowney III, we understand that each case is unique, requiring personalized attention and a fine eye for detail. Principal, Roy Robert Kohler has spent over 17 years handling personal injury and employment law matters, collecting large verdicts and recoveries for his clients. San Diego attorney Mr. Kohler prides himself on his one on one, personal attention to his clients.
An employment lawyer can help you resolve disputes with your employer. This includes negotiating a settlement, filing a complaint with the appropriate state or federal agency, or representing you in court. The employment lawyers at the Bodell Law Group have been designated Super Lawyers bySuper Lawyers Magazine, placing us in the top 5 percent of San Diego employment attorneys practicing in America’s Finest City. We regularly litigate cases with many employees who have suffered from the unfair employment practices of a large employer. We have achieved superior results for innumerable clients and have earned the respect of other legal professionals, as well as our clients. If your employment rights have been at work, you deserve competent and experienced legal counsel to help you.

When an employee works for a period of more than 10 hours, a second meal period must be provided no later than the end of the employee’s tenth hour of work. In other words, no later than the start of the employee’s eleventh hour of work. Employees must be relieved of all duties for no less than thirty minutes. In addition, employers must permit a net 10-minute paid rest period for every four hours worked or major fraction thereof. Insofar as is practicable, the rest period should be in the middle of the work period.
The law requires employers to provide 1.5 times the usual hourly rate when an employee works more than 40 hours in a week or eight hours in a day. Employers fail to pay proper overtime in California for employment many reasons, including misclassifying workers or miscalculating hours. If you did not receive overtime pay for all applicable overtime hours worked, you might have a lawsuit against your employer.
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