COMMON WAGE AND HOUR VIOLATIONS:

Many California employers, whether intentionally or not, engage in practices that deny workers the pay they’ve earned. These violations often include unpaid breaks, missed meal periods, off-the-clock work, unpaid vacation or sick time, and misclassifying employees as “independent contractors.”

You have the right to be paid for every minute you work — and for every benefit you’ve earned. You may have a valid claim if your employer has:

• Failed to pay minimum wage

• Denied overtime pay for hours worked over 8 per day or 40 per week

• Forced off-the-clock work before or after scheduled hours

• Failed to provide meal or rest breaks

• Misclassified employees as independent contractors or exempt salaried staff

• Failed to reimburse business expenses (mileage, phone, tools, internet, etc.)

• Withheld final wages or delayed paychecks

• Failed to maintain accurate time records

PROTECTING YOUR RIGHTS:

If you suspect your employer is violating wage or hour laws, take action quickly:

1. Document your hours, pay stubs, and missed breaks.

2. Keep written communications with your employer or HR.

3. Contact an attorney early — waiting too long can bar recovery under the statute of limitations.

EMPLOYMENT DISCRIMINATION :

For many people, work is more than a paycheck – it’s dignity, purpose, and personal growth. When your rights are violated in the workplace, it can leave you feeling angry, confused, or even afraid to speak up. 

Employment discrimination occurs when an employer takes adverse employment actions against an employee or prospective employee based on the individual’s protected characteristics.  Discrimination is often much more subtle. It may involve giving preferential treatment to employees of one race but denying the same treatment to workers of other races. It could involve allowing employees to make frequent jokes about an employee’s ethnic background, sex, or gender expression.

At AOS Law Firm, we understand these concerns.  We will help you explore your options confidentially and take action only when you are ready to ensure you are protected from retaliation under California law.  We represent workers from all backgrounds – Fortune 500 companies, small businesses, and nonprofits – in matters involving wrongful termination, unpaid wages, discrimination, harassment, retaliation, and medical or family leave violations. 

COMMON EMPLOYMENT DISCRIMINATION:

Employment law encompasses the wide variety of issues that workers may face while seeking employment, currently employed, and leaving an employer.  Essentially, any time an employer treats an employee differently and that treatment has a negative impact, it can be considered discriminatory. 

Discrimination: Unequal treatment based on race, gender, age, disability, pregnancy, or other protected traits. We stop unlawful practices.

Harassment & Hostile Work Environment: Offensive comments, unwanted behavior, bullying, or sexual harassment.  You don’t have to tolerate it.

Retaliation: Punished for speaking up, reporting problems, or asserting your rights? That’s unlawful, and we protect you.

Whistleblower Protection: If you reported misconduct or safety issues and the company turned on you, we stand between you and their retaliation.

Medical, Pregnancy, & Family Leave Violations (FMLA/CFRA): Denied leave? Punished for taking it? Fired after returning? You have strong protections under CA law.

Unfair Hiring & Promotion Practices: Refusing to hire, promote, or retain employees because of protected traits is illegal. We hold employers accountable for discriminatory decision-making.

Unequal Pay & Wage Discrimination: Paying employees differently for the same work violates California law. If you’re earning less than coworkers doing equal work, we fight to correct it.

Denied Opportunities & Benefits: Blocking employees from training, benefits, or advancement is a form of discrimination. Everyone deserves equal access to growth opportunities.

Unfair Job Assignments: Giving certain employees worse duties, worse shifts, or undesirable assignments because of who they are is unlawful. We challenge these tactics head-on.

Wrongful Termination & Demotion: Firing, demoting, or pushing out an employee for unfair or discriminatory reasons is illegal. We protect your job, your rights, and your livelihood.

HOW LONG DO I HAVE TO FILE AN EMPLOYMENT DISCRIMINATION CLAIM IN CALIFORNIA?

California’s Fair Employment and Housing Act (FEHA) prohibits employers from discriminating against applicants or employees based on race, color, ancestry, national origin, religion, creed, age (40 and over), disability (physical or mental), medical condition, genetic information, marital status, sex, gender, gender identity, gender expression, sexual orientation, or veteran and military status. 

FEHA also prohibits retaliation against any person who opposes unlawful discrimination or harassment, files a complaint, or participates in an investigation or legal proceeding under the Act.

In California, you generally have three years from the date of the discriminatory act to file a complaint with the California Civil Rights Department (CRD), and one year thereafter to file a civil lawsuit after obtaining a Right-to-Sue notice.

For most types of employment discrimination claims, the statute of limitations requires you to file a charge of discrimination with the U.S. Equal Employment Opportunity Commission (EEOC) within: 

1. 180 days of a discriminatory act by an employer; or 

2. 300 days if a state or local agency (like the California Civil Rights Department) enforces a similar law.

Before you can file an employment discrimination lawsuit, you must obtain a right-to-sue letter from the EEOC. An EEOC right-to-sue letter requires you to file your lawsuit within 90 days.

EMPLOYERS HAVE HR. YOU NEED A DEDICATED EMPLOYMENT LAWYER

The employment landscape in California is complex. Employers often have teams of Human Resource experts, defense counsel, and resources that you don’t. HR exists to protect the company, not necessarily you. HR representatives are trained to minimize liability, deflect blame, and document everything in the company’s favor. They often appear supportive — until it’s time to act. 

When problems arise, they’ll ask you to sign “routine” documents or “acknowledgments” that can later be used to limit your rights. You may feel pressured to comply out of fear of retaliation, losing your job, or being labeled a “troublemaker.” That’s exactly how many companies maintain control — through silence, intimidation, and carefully worded paperwork.

Whether you’ve already been terminated or you’re still employed and afraid to speak up, you don’t have to face your employer alone. Having an attorney shifts the balance of power, and that where we come in.

At AOS Law Firm, we understand those tactics, because we’ve seen them before. We know how employers document discipline, how they justify terminations, and how they defend wage, discrimination, and harassment claims.  With us on your side, you’ll have experience, strategy, and leverage — the same tools the company has relied on all along. Once we’re involved, the company knows it can no longer manipulate the process or pressure you into silence. Every conversation, every request, every “exit interview” becomes a legal record — not a one-sided narrative written by HR.

Many employees also hesitate to speak up or file a claim, not because their rights weren’t violated, but because they fear unwanted attention, retaliation, being labeled a “troublemaker,” or damaging future job opportunities. This fear is even greater when they still work for the company, or the dispute involves a supervisor or someone in power.

At AOS Law Firm, we understand these concerns.  We will help you explore your options confidentially and take action only when you are ready to ensure you are protected from retaliation under California law.  We represent workers from all backgrounds – Fortune 500 companies, small businesses, and nonprofits – in matters involving wrongful termination, unpaid wages, discrimination, harassment, retaliation, and medical or family leave violations.