Can I Sue My Employer for Unfair Treatment in California
Yes, you can sue your employer for unfair treatment in California if their actions violate state or federal employment laws. California provides strong legal protections for workers facing discrimination, harassment, wrongful termination, or retaliation in the workplace.
You may have grounds to file a lawsuit against your employer for several types of unfair treatment:
- Discrimination
- Wrongful termination
- Harassment and hostile work environment
- Retaliation claims
To sue a company for unfair treatment, you’ll need to follow these essential steps:
- Document everything thoroughly
- Internal reporting requirements
- Filing with the California Civil Rights Department
- Obtaining right-to-sue notice
- Filing your lawsuit in the California Court
Facing unfair treatment at work can devastate your career, income, and emotional well-being. Without taking action, the mistreatment may continue or escalate, potentially resulting in job loss, damaged professional reputation, and lasting psychological harm that affects your entire family’s future.
At Feher Law, we understand the courage it takes to stand up against employer misconduct. Our experienced California employment lawyers have recovered millions for clients who suffered workplace injustices. We’ve achieved remarkable results in unfair treatment cases:
- $7,000,000: Civil Rights settlement
- $1,600,000: Employment – Wrongful Termination – Discrimination settlement
- $1,400,000: Employment – Wrongful Termination settlement
Our discrimination lawyers in California fight tirelessly to protect your rights and secure the compensation you deserve.
Types of Unfair Treatment at Work Lawsuit Claims in California
California law recognizes several distinct categories of unfair treatment that can form the basis of a successful lawsuit against an employer. Understanding these different claim types helps employees identify when their rights have been violated and what legal remedies may be available.
Each type of unfair treatment claim has specific legal requirements, but they often overlap in workplace situations. An employee may experience multiple forms of mistreatment simultaneously, creating stronger grounds for legal action and potentially higher compensation awards.
Discrimination
Discrimination occurs when an employer treats an employee unfavorably because of a protected characteristic under California law. The California Fair Employment and Housing Act (FEHA) prohibits discrimination based on race, color, religion, sex, gender identity, sexual orientation, national origin, ancestry, physical or mental disability, medical condition, genetic information, marital status, age (40 and over), and military or veteran status.
💡 Hypothetical Scenario: A qualified employee with 15 years of experience gets passed over for promotion three times. Each promotion goes to less qualified candidates who share the same race as the hiring manager. The employee documents the pattern and discovers similar treatment of other employees from their background.
California’s Civil Rights Department reported employment discrimination made up the largest share of complaints accepted for investigation in California. This data reflects the ongoing challenges many employees face despite strong legal protections.
Wrongful Termination
California follows at-will employment, meaning employers can generally terminate employees for any reason. However, wrongful termination occurs when the firing violates specific laws or public policy. Protected reasons for termination include filing workers’ compensation claims, reporting illegal activity, taking protected leave, or refusing to participate in unlawful conduct.
Constructive discharge represents another form of wrongful termination where working conditions become so intolerable that a reasonable employee would feel compelled to resign. Courts analyze whether the employer created or knowingly permitted conditions that left the employee no reasonable alternative but to quit.
💡 Hypothetical Scenario: An employee reports safety violations to OSHA after their supervisor ignores repeated complaints about dangerous equipment. Two weeks later, the employee receives their first negative performance review despite years of positive evaluations, followed by termination for “performance issues.”
Harassment and Hostile Work Environment
Workplace harassment involves unwelcome conduct based on protected characteristics that becomes severe or pervasive enough to create an intimidating, hostile, or offensive work environment. Sexual harassment receives significant attention, but harassment can target any protected characteristic under FEHA.
Employers have a legal responsibility to prevent and correct harassment. Once they know or should know about harassment, they must take immediate and appropriate corrective action. Failure to respond adequately can result in employer liability even if the harassment was conducted by coworkers or customers.
The harassment must be severe or pervasive enough that a reasonable person in the victim’s position would find the workplace hostile. Single incidents can qualify if sufficiently severe, while less serious conduct may require a pattern of behavior over time.
💡 Hypothetical scenario: A female employee at a retail store is repeatedly subjected to offensive jokes and comments about her gender by both coworkers and customers. She reports the harassment to her manager, but no action is taken. Over time, the conduct escalates, making her feel unsafe and unwelcome at work. Under FEHA, the employer could be held liable for failing to intervene once they knew or should have known about the harassment.
Retaliation Claims
Retaliation represents one of the most common forms of workplace unfair treatment. It occurs when an employer punishes an employee for engaging in protected activity, such as filing discrimination complaints, reporting illegal behavior, participating in investigations, or requesting reasonable accommodations.
Protected activities under California law include internal complaints to human resources, filing charges with government agencies, testifying in legal proceedings, and opposing practices the employee reasonably believes violate the law. The UCLA School of Law employment clinic notes that retaliation claims often succeed even when underlying discrimination claims fail, as they focus on the employer’s response rather than the original conduct.
💡Hypothetical Scenario: An employee files a complaint with HR about gender-based pay disparities. Within a month, their work schedule changes to less desirable hours, they’re excluded from important meetings, and their supervisor begins documenting minor infractions that were previously ignored.
Our Huntington Beach workplace discrimination lawyer has extensive experience handling complex retaliation cases and protecting employees who speak up against injustice.
Unfair Job Treatment Under California Law
Understanding what constitutes legally actionable unfair treatment requires distinguishing between workplace conduct that’s merely unpleasant and behavior that violates specific employment laws. Not every instance of poor management or workplace conflict rises to the level of illegal unfair treatment, but California provides broader protections than most states.
The California Fair Employment and Housing Act serves as the primary state law protecting workers from unfair treatment. FEHA applies to employers with five or more employees for discrimination claims, while harassment protections extend to all workplaces regardless of size. This comprehensive coverage means even small businesses must maintain harassment-free environments.
California’s Civil Rights Department, formerly known as the Department of Fair Employment and Housing, enforces FEHA violations and investigates workplace discrimination complaints.
⚖️ The distinction between unfair and illegal treatment often depends on whether the employer’s conduct targets protected characteristics or violates specific statutory protections. Personal conflicts or general unfairness, while frustrating, typically don’t create legal liability unless they involve protected activities or characteristics.
Federal laws also provide employment protections, but California law often offers broader coverage and stronger remedies. Employees can choose to pursue claims under state or federal law, and experienced employment attorneys evaluate which approach offers the best strategic advantage for each situation.
How to Sue a Company for Unfair Treatment: Step-by-Step Process
You may be wondering, ‘What legal steps can I take if I’m discriminated against at work?’. Taking legal action against an employer requires careful preparation and adherence to specific procedural requirements. The process involves multiple steps, each with important deadlines and strategic considerations that can significantly impact the outcome of your case.
Before pursuing litigation, employees must typically exhaust administrative remedies by filing complaints with appropriate government agencies. This requirement serves dual purposes: providing employers opportunities to correct violations and creating official documentation of the complaints for potential court proceedings.
✔️ Understanding the step-by-step process helps employees make informed decisions about their cases and avoid procedural pitfalls that could jeopardize their claims. If you need detailed guidance on the initial stages, our comprehensive guide on how to report an employer for unfair treatment provides additional insights into the complaint process.
1. Document Everything
Thorough documentation forms the foundation of successful unfair treatment lawsuits. Employees should maintain detailed records of incidents, including dates, times, locations, witnesses present, and exact descriptions of what occurred. This documentation becomes key evidence that can make or break a case.
Create a dedicated file for all workplace-related documents, including emails, text messages, performance reviews, company policies, and any correspondence with supervisors or HR personnel. Take photographs of inappropriate materials or unsafe conditions when possible, and save all digital communications in multiple locations.
📌 Contemporaneous notes carry more weight than recollections created months later. Write down incidents immediately after they occur, including your emotional state and any physical symptoms experienced. Courts view detailed, timely documentation as more credible than vague memories reconstructed during litigation.
Witness information proves invaluable in unfair treatment cases. Document who was present during incidents and obtain contact information when possible. Witnesses may be reluctant to testify against current employers, so preserving their statements early in the process can be essential.
2. Internal Reporting Requirements
California law generally requires employees to give employers opportunities to address workplace problems before pursuing external remedies. Most companies have established procedures for reporting unfair treatment, typically through human resources departments or designated compliance officers.
📌 Follow your employer’s written complaint procedures exactly as outlined in employee handbooks or company policies. Submit complaints in writing when possible, and request written responses to create documentation of the employer’s handling of your concerns. Keep copies of all communications for your records.
The employer’s response to internal complaints can provide important evidence for later litigation. Adequate responses demonstrate good faith efforts to address problems, while inadequate responses may support claims of deliberate indifference or retaliation.
Be aware that internal reporting may trigger retaliation, even though such retaliation is illegal. Document any changes in treatment following your complaint, as these changes can become separate grounds for legal action beyond the original unfair treatment.
3. Filing with the California Civil Rights Department
Most employees must file with the California Civil Rights Department (CRD) before going to court. Our lawyers prepare and submit the filing, protect deadlines, and frame your claims correctly.
You generally have three years from the last discriminatory or retaliatory act to start with the CRD. Timing rules can be complex for continuing violations or public employers, so starting early helps.
The fastest way to file is through the CRD’s online system at calcivilrights.ca.gov/complaintprocess. We draft the intake, attach supporting evidence, and request needed accommodations.
If you ask the CRD to investigate, an investigator gathers evidence from both sides and may invite you to free mediation. Timelines vary by office and case complexity, and many matters take several months. Our team handles communications with the CRD and keeps you updated on next steps.
4. Obtaining Right-to-Sue Notice
The right-to-sue notice represents your legal permission to file a lawsuit in court after completing the administrative process. You can request immediate right-to-sue notices without waiting for CRD investigations, though this approach sacrifices the potential benefits of agency investigation and mediation.
Immediate right-to-sue requests make sense when you have strong evidence, experienced legal representation, and strategic reasons to pursue court action quickly. Employees facing ongoing retaliation or those with time-sensitive claims may benefit from expedited court proceedings.
The CRD automatically issues right-to-sue notices after completing investigations or when cases remain unresolved after one year. These notices include important deadlines for filing court actions, typically requiring lawsuits within one year of the notice date.
💡 Consulting with our employment attorneys before requesting right-to-sue notices helps ensure optimal timing for your specific situation. Our attorneys can evaluate whether an agency investigation might benefit your case or whether immediate court action serves your interests better.
5. Filing Your Lawsuit in California Court
Court selection depends on several factors, including where the unfair treatment occurred, where you reside, and the amount of damages sought. California Superior Court handles most employment disputes, while the Federal Court may be appropriate for cases involving federal law violations or diverse parties.
The complaint document outlines your claims against the employer and requests specific remedies. Our professional legal representation becomes essential at this stage, as procedural errors can result in case dismissal or reduced recovery amounts. The California Courts self-help resources provide general information, but complex employment cases require specialized expertise.
Los Angeles Superior Court processes thousands of employment cases annually and has established procedures specifically for workplace disputes. Other major California courts have similar specialized programs designed to efficiently handle employment litigation.
Statute of limitations deadlines vary by claim type, but most employment lawsuits must be filed within one year of receiving right-to-sue notices. Missing these deadlines typically results in permanent loss of legal rights, making timely action vital for protecting your interests.
Proving Your Unfair Treatment at Work Lawsuit
Successfully proving unfair treatment requires presenting compelling evidence that demonstrates illegal conduct by your employer. The strength of your evidence directly correlates with potential settlement amounts and trial outcomes, making thorough case preparation essential for achieving favorable results.
Different types of claims require different evidence, but all unfair treatment cases benefit from:
- Detailed documentation of incidents and employer responses
- Witness testimony supporting your version of events
- Expert testimony explaining industry standards and legal violations
- Statistical evidence showing patterns of discriminatory conduct
Burden of Proof Requirements
Employment discrimination cases follow a specific analytical framework established by court precedent. Employees must first establish a prima facie case by showing they belong to a protected class, suffered adverse employment action, and that circumstances suggest discrimination motivated the employer’s conduct.
Once employees establish prima facie cases, the burden shifts to employers to articulate legitimate, non-discriminatory reasons for their actions. Employers must provide evidence supporting their stated reasons, though they don’t need to prove these reasons actually motivated their decisions.
The final burden returns to employees to demonstrate that employer explanations are pretextual—false reasons designed to cover discriminatory motives. This pretext analysis often determines case outcomes, as employees must show their evidence more convincingly explains the employer’s conduct than the employer’s stated reasons.
| Claim Type | Required Evidence | Key Proof Elements |
|---|---|---|
| Discrimination | Protected class membership, adverse action, causal connection | Comparative evidence, discriminatory statements, statistical patterns |
| Retaliation | Protected activity, adverse action, causal connection | Timing of adverse action, employer knowledge, changed treatment |
| Harassment | Unwelcome conduct, severe/pervasive behavior, employer liability | Pattern of conduct, employer notice, inadequate response |
| Wrongful Termination | Termination, violation of law/policy, causal connection | Timing, pretextual reasons, protected activity |
Understanding burden of proof requirements helps employees evaluate case strength and focus evidence-gathering efforts on the most important elements for their specific claims.
Types of Evidence That Strengthen Your Case
Strong employment cases rely on multiple forms of evidence that corroborate each other and paint a convincing picture of employer misconduct. The most persuasive evidence typically includes contemporaneous documentation, witness testimony, and comparative evidence showing different treatment of similarly situated employees.
Electronic communications often provide the strongest evidence in employment cases:
- Email chains showing discriminatory attitudes or retaliatory timing
- Text messages revealing inappropriate conduct or bias
- Company records demonstrating policy violations or inconsistent enforcement
- Performance evaluations contradicting employer justifications for adverse actions
💡Hypothetical Scenario: An employee systematically saved emails from their supervisor containing age-related jokes and comments about “old-timers” needing to retire. When the employee was terminated allegedly for performance issues, these emails contradicted the employer’s stated reasons and provided direct evidence of age-based bias.
Witness testimony adds credibility to employee claims, particularly when coworkers corroborate patterns of discriminatory treatment. However, current employees may be reluctant to testify against their employer, making early witness interviews and statement preservation important strategic considerations.
Expert testimony helps explain complex workplace dynamics, industry standards, and statistical evidence to judges and juries. Employment law experts can analyze company policies and procedures, while statisticians can identify patterns of discriminatory decision-making that might not be apparent from individual cases.
Our Torrance workplace discrimination lawyer leverages decades of experience to identify and preserve the evidence needed to build compelling cases for our clients.
Damages and Remedies Available in California
California employment law provides comprehensive remedies for employees who suffer unfair treatment, including monetary compensation and equitable relief designed to restore employees to their rightful positions. Understanding available damages helps employees make informed decisions about pursuing litigation and provides realistic expectations for potential recovery amounts.
On workplace issues like discrimination, harassment, and retaliation, the California Civil Rights Department investigated about 4,072 employment cases in 2023, the largest category it handled, and the agency secured $116.5 million in relief overall that year.
The total compensation available depends on multiple factors, including the severity of misconduct, duration of violations, employee’s salary and career trajectory, and strength of evidence. Successful cases often recover multiple forms of damages, creating substantial total awards that fairly compensate victims for their losses.
Economic Damages
Economic damages compensate employees for measurable financial losses resulting from unfair treatment. These concrete losses are typically easier to calculate and prove than other forms of damages, making them a key component of most employment cases.
Lost wages represent the most common economic damage in unfair treatment cases:
- Back pay from termination date to trial or settlement
- Front pay for future lost earnings when reinstatement isn’t feasible
- Lost benefits including health insurance, retirement contributions, and stock options
- Job search expenses including resume preparation, interview costs, and career counseling
✔️ Our firm has recovered substantial economic damages for clients facing workplace injustice. Recent results include a $1,400,000 employment wrongful termination settlement and a $1,000,000 wrongful termination settlement, demonstrating our ability to secure significant compensation for clients who suffered economic harm due to employer misconduct.
Bonus payments, commission income, and stock option losses can substantially increase economic damage awards, particularly for high-earning employees or those with performance-based compensation structures. Expert economists often testify about complex calculation methodologies for these sophisticated compensation arrangements.
Career advancement damages compensate for lost promotion opportunities and reduced earning potential. These forward-looking damages require careful analysis of industry standards, company promotion patterns, and the employee’s career trajectory before the unfair treatment occurred.
Non-Economic Damages
Non-economic damages address the intangible harm suffered by employees, including emotional distress, damage to professional reputation, and loss of enjoyment of life. While more difficult to quantify than economic losses, these damages often represent significant portions of total awards in successful cases.
Emotional distress damages compensate for psychological harm, including anxiety, depression, humiliation, and stress-related physical symptoms. Medical records documenting treatment for these conditions strengthen damage claims and provide objective evidence of psychological impact.
Professional reputation damage can be particularly significant for employees in specialized fields or leadership positions. Lost networking opportunities, industry reputation harm, and career trajectory changes all contribute to non-economic damage calculations.
⚖️ California courts recognize that workplace mistreatment affects entire families, not just individual employees. Damage awards may account for impacts on spouse and children, including increased family stress, financial hardship, and reduced quality of life during legal proceedings.
Punitive Damages and Attorney Fees
Punitive damages punish employers for particularly egregious conduct and deter future violations. California law allows punitive damages when employers act with malice, oppression, or fraud, requiring clear and convincing evidence of intentional wrongdoing or conscious disregard for employee rights.
The relationship between compensatory and punitive damages affects total award amounts, with courts typically limiting punitive awards to reasonable multiples of actual damages. Recent California cases have seen punitive damages ranging from equal to compensatory damages in moderate cases to ten times compensatory damages in extreme situations.
Attorney fees are available in most employment cases under FEHA and other California employment statutes. These fee-shifting provisions encourage legal representation by ensuring that successful employees don’t bear the cost of vindicating their rights. Fee awards often exceed damages in smaller cases, making legal action economically viable even for lower-wage employees.
⚖️ The prospect of paying successful employees’ attorney fees creates additional settlement incentives for employers, as legal costs can quickly exceed potential damage awards in straightforward cases with strong evidence.
Timeline and Deadlines for Unfair Treatment Lawsuits
Understanding critical deadlines is essential for protecting your legal rights, as missing statute of limitations requirements typically results in permanent loss of claims. California employment law involves multiple deadlines depending on claim type, procedural requirements, and strategic choices about administrative versus court proceedings.
| Claim Type | Administrative Deadline | Court Filing Deadline | Special Considerations |
|---|---|---|---|
| FEHA discrimination | 3 years from the last unlawful act to file with CRD | 1 year from the CRD right-to-sue notice | Most employers with 5+ employees; continuing violation rules may apply |
| FEHA harassment | 3 years from the last unlawful act to file with CRD | 1 year from the CRD right-to-sue notice | Covers all workplace sizes; a single severe incident can qualify |
| FEHA retaliation | 3 years from the last retaliatory act to file with CRD | 1 year from the CRD right-to-sue notice | Protected activity timing and causation are crucial |
| Wage and hour claims | N/A (DLSE wage claim optional) | Most claims 3 years; up to 4 years under the UCL | Direct court filing allowed; DLSE path is an option |
Note: Deadlines are general guidelines and may vary based on facts, tolling, or public employer rules.
The complexity of employment law deadlines makes early legal consultation important for preserving all potential claims. Some violations have shorter deadlines, while others may be extended by continuing violations or discovery rules that delay deadline calculations until employees reasonably should have known about violations.
The State Bar of California provides general information about legal deadlines, but employment cases often involve intricate timing issues that require specialized expertise to handle successfully. Strategic decisions about when to file administrative complaints versus seeking immediate court action can significantly impact case outcomes.
💡 Continuing violations doctrine can extend deadlines when employers engage in ongoing patterns of misconduct. This legal principle recognizes that some violations, like hostile work environment harassment, develop over time rather than occurring in single incidents with clear deadline starting points.
When You Need an Employment Attorney
The complexity of California employment law makes professional legal representation essential for most unfair treatment cases. While some employees may successfully handle simple administrative complaints, litigation requires specialized knowledge of procedural rules, evidence standards, and strategic considerations that determine case outcomes.
At Feher Law, our team of experienced California employment lawyers brings decades of combined experience handling complex employment disputes throughout California. We understand the nuances of state and federal employment law, have established relationships with expert witnesses, and know how to build compelling cases that achieve favorable results for our clients.
Our track record speaks to our expertise in employment law. We’ve secured significant victories demonstrating our ability to handle complex cases and achieve exceptional results. Our commitment to client service means we’re available to answer questions and provide guidance throughout the legal process.
Complex Cases Requiring Legal Expertise
Certain employment situations particularly benefit from experienced legal representation:
- Multi-plaintiff cases involving patterns of discriminatory conduct affecting multiple employees
- Class action lawsuits challenging systemic violations of wage and hour laws
- Executive-level disputes involving complex compensation arrangements and non-compete issues
- Cases involving multiple legal theories requiring coordination of different claims and deadlines
- Situations where employers have sophisticated legal teams and extensive resources
High-stakes cases demand attorneys who understand both legal requirements and business realities. Our experience negotiating with corporate counsel and presenting cases to juries provides clients with confidence that their interests are protected by knowledgeable advocates.
Contingency Fee Arrangements
We understand that employees facing workplace mistreatment often experience financial stress that makes legal representation seem unaffordable. Our contingency fee arrangements ensure that cost never prevents employees from pursuing justice against employers who violate their rights.
Under contingency fee agreements, clients pay no attorney fees unless we achieve successful outcomes through settlement or trial. This arrangement aligns our interests with our clients’ interests and demonstrates our confidence in our ability to achieve favorable results.
Our “no win, no fee” approach has enabled us to help hundreds of employees hold employers accountable for workplace violations. We handle all case expenses during litigation and only recover our fees from successful outcomes, removing financial barriers that might otherwise prevent employees from accessing justice.
The contingency fee structure also motivates attorneys to achieve the best possible outcomes for clients, as our compensation depends directly on case success. This alignment of interests ensures that we’re invested in achieving maximum recovery for every client we represent.
Protecting Yourself During the Process
Pursuing legal action against your employer requires careful planning to protect yourself from potential retaliation while preserving your ability to work and support your family. Understanding your rights as an employee and taking proactive steps to document any changes in treatment can strengthen your case and provide additional grounds for legal action if retaliation occurs.
California law provides strong anti-retaliation protections, but illegal activity still occurs despite these legal safeguards. Employees who file complaints or participate in investigations must remain vigilant for signs of retaliatory conduct and document any changes in their workplace treatment.
Avoiding Retaliation
Legal protections against retaliation include both state and federal statutes that prohibit employers from punishing employees who exercise their rights:
- The Fair Employment and Housing Act prohibits retaliation for filing discrimination complaints or participating in investigations
- Labor Code protections cover employees who report wage and hour violations or unsafe working conditions
- Whistleblower laws protect employees who report illegal activity to government agencies
- Federal laws provide additional protections for specific types of protected activity
Practical steps to minimize retaliation risk include maintaining professional conduct, documenting all workplace interactions, and avoiding confrontational behavior that might provide employers with pretextual reasons for adverse action. Continue performing your job duties at the same level while your complaint proceeds through administrative or court processes.
Keep detailed records of any changes in treatment following your complaint, including altered work assignments, schedule changes, exclusion from meetings or activities, increased scrutiny of your work, or social isolation by supervisors and coworkers. These changes can provide evidence of retaliatory intent even when employers claim legitimate business reasons.
Continuing to Work During Your Case
Most employees must continue working while pursuing legal action, creating delicate situations that require careful navigation. Maintain professional relationships when possible, avoid discussing your case with coworkers, and focus on performing your job duties effectively while preserving evidence of ongoing violations.
💡 Hypothetical Scenario: An employee filed a harassment complaint against their supervisor, but continued working in the same department. They maintained detailed logs of all interactions, avoided confrontational discussions about the case, and focused on professional conduct. When the supervisor began assigning impossible deadlines and excluding them from team meetings, the documented pattern strengthened their retaliation claims.
Settlement negotiations often occur during ongoing employment relationships, creating additional complexity as parties balance current workplace dynamics with legal strategy. Experienced attorneys can guide these delicate negotiations while protecting employee interests and maintaining productive working relationships when possible.
Document preservation becomes vital during ongoing employment, as employers may attempt to modify or destroy evidence after learning about potential litigation. Preserve all relevant documents immediately and provide copies to your attorney to ensure important evidence remains available throughout the legal process.
Alternative Dispute Resolution Options
Many employment disputes can be resolved through alternative dispute resolution methods that offer faster, less expensive solutions than traditional litigation. California courts encourage mediation and arbitration as ways to reduce court congestion while providing employees with effective remedies for workplace violations.
The California Department of Industrial Relations offers mediation services for certain types of employment disputes, particularly wage and hour claims. These programs provide neutral forums for resolving disputes without the time and expense of formal litigation.
📌 California employment disputes often resolve faster through mediation, with many programs reporting settlement rates of around two-thirds of cases. Mediation can achieve resolution in just a few months, compared to the year and a half or more that court litigation may require
Mediation allows parties to craft creative solutions that might not be available through court judgments, including policy changes, training programs, or structured settlement payments that address specific employee needs. The confidential nature of mediation also protects both parties’ reputations and business relationships.
However, alternative dispute resolution isn’t appropriate for all cases. Situations involving ongoing harassment, clear-cut violations requiring strong deterrent messages, or employers who refuse to participate in good faith may require traditional litigation to achieve fair outcomes for affected employees.
Why Choose Feher Law for Your Unfair Treatment Case
At Feher Law, our vision is rooted in empathy and integrity. Founded by Tom and Erica Feher, our practice emerged from a shared dream to create a law firm where a client-centric approach meets legal fortitude.
Our personal approach means relationships with our clients can extend several years, especially when cases progress to litigation or trial. With this in mind, clients truly become an extension of our family, and we treat them just the same. We believe in the power of connection, ensuring that every person who interacts with our firm feels supported and understood.
Our comprehensive approach addresses every aspect of employment disputes, from initial case evaluation through final resolution. We investigate thoroughly, prepare meticulously, and negotiate aggressively to achieve maximum recovery for clients while providing the support and guidance they need during difficult periods.
⚖️ Our award-winning excellence includes recognition from prestigious organizations, including Consumer Attorneys Association of Los Angeles (CAALA) “Rising Star,” Orange County Trial Lawyers Association (OCTLA) “Top Gun,” Southern California Rising Stars, and Southern California Super Lawyers. Feher Law was named to the 2024 Best Law Firms® list as a Tier 1 firm for Personal Injury Litigation – Plaintiff.
We do everything in our power to achieve justice and recover maximum compensation for our clients. We do not charge unless we win, underscoring our confidence in our ability to serve and succeed on behalf of our clients.
Call our lawyers at (310) 340-1112 or use our contact form for a free consultation about your rights and options.
FAQs
How long do I have to file a lawsuit after experiencing unfair treatment at work?
California employment law deadlines vary by claim type, but most discrimination, harassment, and retaliation claims must be filed with the Civil Rights Department within three years of the incident. After receiving a right-to-sue notice, you have one year to file in court, making prompt action essential to preserve your rights.
Can I sue my employer if I still work there?
Yes, you can file a lawsuit against your current employer, and California law prohibits retaliation for exercising your legal rights. However, continuing employment during litigation requires careful documentation of any changes in treatment and professional conduct to avoid providing your employer with pretextual reasons for adverse action.
What happens if my employer offers to settle before I file a lawsuit?
Pre-lawsuit settlement offers require careful evaluation with experienced counsel to ensure the proposed terms adequately compensate for your damages and protect your interests. Early settlements may resolve disputes quickly, but they might not account for all potential damages or ongoing violations that could justify larger recoveries.
Do I need to hire a lawyer, or can I represent myself in an employment case?
While California allows self-representation, employment law’s complexity makes professional legal representation highly advisable. Our attorneys understand procedural requirements, evidence standards, and strategic considerations that significantly impact case outcomes. Most employment attorneys work on contingency fees, making representation accessible without upfront costs.
What should I do if my employer retaliates against me for filing a complaint?
Document all retaliatory conduct immediately and report it to your attorney and the investigating agency. Retaliation itself violates California law and can form the basis for additional claims, often strengthening your overall case and increasing potential damage even if the underlying complaint doesn’t result in favorable findings.
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