Employment Lawyer in Long Beach

California is an at-will employment state, which means employers can generally terminate without giving a reason. However, if the termination violates a statute, a public policy, an implied contract, or is connected to a protected characteristic such as race, disability, pregnancy, or retaliation for a protected activity, you may have a wrongful termination claim regardless of the at-will designation.

Filing with the California Civil Rights Department (formerly DFEH) is a mandatory step before you can sue under FEHA. The CRD investigates the complaint and either resolves it through mediation, issues a right-to-sue notice, or completes its own investigation. You need that right-to-sue notice before a court will accept your lawsuit. An attorney can request an immediate right-to-sue letter and help ensure the agency filing does not inadvertently narrow your claims.

Most employment cases in Los Angeles County are resolved in 12 to 24 months, depending on whether the case settles during mediation or proceeds to trial. Cases with strong documentary evidence and clear liability often settle earlier. Cases involving large employers with litigation teams or complex factual disputes take longer. An attorney can give you a realistic timeline after reviewing your specific circumstances.

Under California law, you are not required to use an internal complaint process before filing a FEHA claim. However, whether you reported the conduct and how the employer responded is relevant to the employer’s potential liability and to damages. An employer that failed to act after receiving a complaint faces heightened exposure. An attorney will review your situation and advise on how prior reporting affects your claim.

No. California law prohibits using immigration status as a basis to deny employment protections. Undocumented workers are entitled to the same FEHA protections as any other worker and can file wage claims with the Labor Commissioner without risk of deportation being used against them in the proceeding. Your status does not affect your right to file or your ability to recover.

For claims under California’s FEHA, you generally have three years from the date of the unlawful act to file a complaint with the California Civil Rights Department. For federal claims under Title VII, you typically have 300 days to file with the EEOC. Different claims carry different deadlines. Speak with an attorney as soon as possible to avoid losing your right to file.

Yes. Terminating an employee for filing a workers’ compensation claim is prohibited under California Labor Code Section 132a. You may have both a workers’ comp claim and a separate wrongful termination claim. Culver Legal handles both and can advise you on how to pursue each without compromising the other.

Culver Legal takes employment cases on a contingency fee basis. You pay no attorney fees unless we recover compensation for you. Your initial case evaluation is free. Call (310) 600-7881 to get started.

It depends on the terms and whether you were given adequate time to review it. California has specific requirements for valid releases of employment claims, including the Older Workers Benefit Protection Act for employees over 40. An agreement signed under duress or without proper disclosure may be unenforceable. Do not assume a severance agreement ends your options. Have an attorney review it first.

An employer’s failure to investigate or remedy a complaint after notice is itself evidence of liability. Document your complaint and the response, or lack of one. You now have a record of the employer’s knowledge of the problem. That record matters in litigation. Reach out to Culver Legal to discuss what comes next.

Independent contractors are generally not covered by FEHA. However, if your employer misclassified you as an independent contractor when you should have been an employee under California’s ABC test (established in Dynamex and codified in AB 5), you may have employment status and all the protections that come with it. Misclassification is itself a violation. An attorney can evaluate your working relationship and determine your status.

Yes. California law protects all workers regardless of immigration status. California Labor Code Section 1171.5 explicitly states that immigration status is irrelevant to civil rights enforcement and the recovery of wages and penalties under state law. Your employer cannot use your status as a defense or as leverage to avoid paying what they owe.

The California Civil Rights Department handles the administrative complaint process. Before you can sue an employer for discrimination or harassment under FEHA, you must file with the CRD and receive a right-to-sue notice. The CRD may investigate and attempt mediation. If the matter is not resolved, you take the right-to-sue notice and file your civil lawsuit in Superior Court. An attorney guides you through both stages and helps you decide when to move from administrative to litigation.

Yes. Employers routinely characterize terminations as performance-based when the real reason is discriminatory or retaliatory. The timing of the termination, prior performance reviews, how similarly situated employees were treated, and internal communications are all evidence that can contradict the stated reason. An attorney reviews the full record to determine whether the stated reason is pretextual.

Timeline varies significantly by claim type and employer response. Administrative complaints with the CRD can take several months to over a year. If the case proceeds to civil litigation, contested employment matters often take one to two years or longer. Many cases resolve through mediation or settlement before trial. An attorney gives you a realistic assessment once they review the specific facts.

As of 2025, California’s state minimum wage is $16.50 per hour for most workers. San Diego has adopted local minimum wage ordinances that apply to workers within city limits. Certain industries, including fast food, have sector-specific higher minimum wage requirements under state law. If you believe you were paid below the applicable minimum, you may have a wage claim regardless of whether your employer disputes which rate applies.