After a California slip and fall, document the hazard immediately (photographs of the floor, lighting, drainage, or condition), report it to a manager and request a written incident report, get the names of every witness, and seek same-day medical care because gaps in treatment let insurers argue the injury was unrelated. Premises liability under Civil
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From Tom Feher, Esq. “Workplace harassment cases that go highest in California are those where plaintiff counsel pleads the right FEHA prong combination from the start. Hostile environment alone caps at one range. Quid pro quo plus retaliation, with 2021 uncapped punitive exposure, materially shifts employer-side settlement posture. The pleading decision in month one often
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From Tom Feher, Esq. “Civil rights cases under Section 1983 and the Bane Act settle on different math than ordinary tort cases. Federal fee-shifting under 42 USC 1988 changes everything because the defendant pays your attorney’s fees if you prevail. We’ve taken cases with modest physical damages to mid-six-figure recoveries because the constitutional violation supports
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Key Takeaways You can sue a company for discrimination in California even if you are still employed there Before filing a lawsuit, you must first file a complaint with the California Civil Rights Department (CRD) or the EEOC and receive a Right-to-Sue letter California law (FEHA) protects employees from discrimination based on race, gender, age,
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From Tom Feher, Esq. “Emotional distress damages are real, but they don’t survive on their own. We’ve watched strong NIED and IIED claims collapse because the client had no contemporaneous treatment records. The cases that settle for six figures share three things: a documented physical or psychological condition, a treating provider who can testify to
How Much Can You Sue For Emotional Distress in California? (2026) Read More »
By Thomas Feher, Esq. · Founder, Feher Law APC · Last reviewed May 2026 To sue your employer in California you need (1) clear evidence the employer violated state or federal law, (2) administrative exhaustion through the California Civil Rights Department (CRD) or EEOC where required, and (3) an employment attorney who knows California Labor
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From Tom Feher, Esq. “Suing an employer is worth it when three things line up: a clear legal violation, contemporaneous documentation, and damages worth more than the cost and stress of the case. We turn down meritorious claims where the damages don’t justify the fight. We take cases where the violation is documented and the
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From Tom Feher, Esq. “Bulging disc cases live or die on whether the imaging shows the bulge is causally related to the crash. We’ve seen $40K cases turn into $180K settlements when the treating orthopedist documents that the disc was asymptomatic before the collision and now is symptomatic. Pre-existing degenerative findings hurt the case but
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You can sue your California employer for: (1) discrimination based on race, gender, age, disability, religion, or other protected characteristics under FEHA, (2) sexual harassment or hostile work environment, (3) wrongful termination violating public policy or contracts, (4) retaliation for whistleblowing or protected activity, (5) wage theft and unpaid overtime, (6) FMLA/CFRA violations, and (7)
Reasons to Sue Your Employer in California: 16 Common Grounds (2026) Read More »
How to sue your employer in California: documenting the claim, the administrative filing, the right-to-sue letter, and the deadlines.
How Can I Sue My Employer in California? (2026) Read More »
In California, the statute of limitations for a truck accident is typically two years for personal injury claims and three years for property damage. If a government entity is involved, the deadline shrinks to just six months – a timeline many victims don’t realize until it’s too late. The consequences of a truck accident can
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A California truck-accident lawsuit triggers Federal Motor Carrier Safety Regulations as the controlling negligence standard, opening up discovery into hours-of-service logs (FMCSR 395.3), maintenance records (FMCSR 396), driver qualification files (FMCSR 391), and ELD data. Direct negligence claims against the carrier (negligent hiring, training, retention, entrustment) often unlock higher policy layers than vicarious-liability claims alone.
California Semi Truck Accident Lawsuit: Complete Guide (2026) Read More »
A strong California retaliation case needs protected activity, an adverse action, and a causal link. What documentation proves each.
What Makes a Strong Retaliation Case in California? (2026) Read More »
Personal injury settlement amounts in California can range from $2,500 to more than $10,000,000. The value of each case depends on factors such as the severity of the injury, liability, and available insurance coverage. While every case is unique, these figures highlight just how much settlement amounts can vary. If you’ve been injured in an
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The average amount you can get for suing your employer in California ranges from $10,000 to $500,000, or more. You can sue for different types of discrimination and recover amounts depending on the claim and its impact: Discrimination: $40,000 to $500,000 Emotional distress: $10,000 to $100,000 Harassment: $50,000 to $200,000 Retaliation: $40,000 to $250,000 Wrongful
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From Tom Feher, Esq. “When a commercial truck driver is involved in an accident in California, three investigations open in parallel: CHP, FMCSA, and the carrier’s internal review. Each pulls different evidence streams. Each can be leveraged by skilled plaintiff counsel into negligence-per-se findings. The cases we recover the most on are the ones where
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Most 18-wheeler lawsuits in California settle within 6 to 16 months. However, some cases may take longer due to the complexity of truck accidents, the involvement of multiple parties, and the need to comply with strict federal and state trucking regulations. Unlike passenger vehicle accidents, trucking accidents often result in catastrophic injuries or permanent disabilities.
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Truck driver negligence in California occurs when a commercial driver violates Federal Motor Carrier Safety Regulations or California Vehicle Code 34500, including hours-of-service violations (FMCSR 395.3), distracted driving, inadequate inspections (FMCSR 396.13), or speeding under Vehicle Code 22350. Each FMCSR violation creates a negligence-per-se argument that essentially eliminates the fault dispute. Our truck cases routinely
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