Employment Law

What is Employment Law Attorney doing?

An Employment Law Attorney is a legal professional who specializes in representing employees or employers in matters related to employment law. They handle a wide range of issues such as:

1. Discrimination: Helping employees who have been subjected to discrimination based on factors such as race, gender, age, or religion.
2. Harassment: Representing employees who have been subjected to harassment in the workplace, including sexual harassment.
3. Wrongful termination: Assisting employees who have been wrongfully terminated from their jobs.
4. Wage and Hour Disputes: Advocating for employees who have not received proper wages or overtime compensation.
5. Contract disputes: Representing employees or employers in disputes related to employment contracts.
6. Unemployment benefits: Helping employees who have been wrongly denied unemployment benefits.

Employment Law Attorneys also provide legal advice to employers on compliance with federal and state employment laws and regulations, including those related to minimum wage, overtime pay, equal employment opportunity, and workplace safety. They may also assist employers in drafting employment contracts and policies to minimize the risk of legal disputes.

Trivino Perez & Associates is a well-respected California boutique employee rights law firm. We attack each case by conducting a thorough evaluation and assessment. We then design a litigation strategy based on each cases’ individualized characteristics and facts together with our clients’ input, goals and expectations.

We have successfully handled hundreds of Discrimination, Wage and Hour, Wrongful termination,
Harassment, and Whistleblower employment litigation cases in Federal and State Court. We have also represented employees who have been denied a reasonable accommodation.

Employment Law Attorney

Below are some of the different areas in which our attorneys can protect
your rights in the workplace:

• Gender/Sex Discrimination
• Race/Color/National Origin Discrimination
• Disability Discrimination
• Pregnancy Discrimination
• Age Discrimination
• Genetic Discrimination (GINA)
• Sexual Harassment/Protected Class Harassment
• Sexual Assault/Battery
• Wrongful Termination
• Retaliation
• Whistleblowing
• Denial/Violation of Medical Leave Laws
• Wage and Hour

CALIFORNIA FEHA LAWS

California law (called the Fair Employment and Housing Act or FEHA) prohibits discrimination, harassment and retaliation. The law also requires that employers “take reasonable steps to prevent and correct wrongful (harassing, discriminatory, retaliatory) behavior in the workplace (Cal. Govt. Code §12940(k)). The Department of Fair Employment and Housing (DFEH) is the state’s enforcement agency related to the obligations under the FEHA.

Why Should You Choose Trivino Perez & Associates?

Trivino Perez & Associates is a law firm based in Los Angeles that specializes in employment law cases. With over 20 years of experience, the firm has built a reputation for providing high-quality legal representation to employees who have been subjected to workplace injustices. The firm’s team of expert attorneys is dedicated to fighting for the rights of employees and ensuring that they receive fair treatment in the workplace.

If you’re an employee who has been subjected to discrimination, harassment, wrongful termination, or any other form of workplace injustice, it’s important to seek the help of a skilled and experienced employment law attorney. Trivino Perez & Associates is well equipped to handle a wide range of employment law cases and has a proven track record of success. The firm’s attorneys have extensive experience representing employees in court and have successfully litigated numerous cases on behalf of their clients.

One of the key reasons why you should choose Trivino Perez & Associates for your employment law case is their deep understanding of the laws and regulations that govern the workplace. The firm’s attorneys are knowledgeable about all aspects of employment law and are familiar with the latest developments in the field. They use this knowledge to build strong and compelling cases for their clients, and to negotiate favorable settlements when appropriate.

Another reason why Trivino Perez & Associates is a great choice for employment law cases is their commitment to their clients. The firm’s attorneys take the time to understand their clients’ unique circumstances and work closely with them to develop a legal strategy that is tailored to their specific needs. They are always available to answer questions and provide support, and they are dedicated to achieving the best possible outcome for their clients.

Finally, Trivino Perez & Associates is known for their strong work ethic and their determination to win. The firm’s attorneys are relentless in their pursuit of justice and are committed to fighting for the rights of employees in the workplace. They are not afraid to take on tough cases and have the skills and expertise to win even the most challenging legal battles.

In conclusion, if you’re an employee in Los Angeles who has been subjected to workplace injustices, Trivino Perez & Associates is the law firm you should turn to for help. With their deep knowledge of employment law, their commitment to their clients, and their determination to win, the firm’s attorneys are well equipped to provide the high-quality legal representation you need to get the justice you deserve.

Employment Law – Frequently Asked Questions

1. What is the minimum wage in Los Angeles? As of January 1, 2022, the minimum wage in Los Angeles is $15.00 per hour for employers with 25 or fewer employees and $16.00 per hour for employers with 26 or more employees.
2. Is an employer required to provide meal and rest breaks in Los Angeles? Yes, in California, employers are required to provide a 30-minute meal break for employees who work more than five hours in a workday, and a 10-minute rest break for every four hours worked.
3. Is it legal for an employer to ask about an applicant’s criminal history?  In Los Angeles, employers are generally allowed to ask about an applicant’s criminal history, but there are certain restrictions under the city’s “Ban the Box” ordinance. Employers cannot ask about an applicant’s criminal history until after a conditional offer of employment has been made.
4. Can an employer terminate an employee without cause in California? Answer: Yes, California is an at-will employment state, which means that either the employer or the employee may terminate the employment relationship at any time, with or without cause.
5. Is an employer required to provide a severance package in California? No, an employer is not required by law to provide a severance package to an employee in California. However, if a severance package is offered, the terms must be agreed upon by both the employer and the employee.
6. Is it illegal for an employer to discriminate against an employee based on their protected status? Yes, it is illegal for an employer to discriminate against an employee based on their protected status, including race, color, religion, gender, national origin, age, disability, or sexual orientation.
7. Is it required for an employer to provide a safe working environment in California? Yes, employers in California have a legal obligation to provide a safe working environment for their employees, free from recognized hazards that are causing or likely to cause death or serious physical harm.
8. Can an employer ask an employee to work off the clock in California? No, it is illegal for an employer to ask an employee to work off the clock in California. All hours worked must be compensated, including overtime for hours worked over eight in a workday or 40 in a workweek.
9. Is an employer required to provide paid sick leave in Los Angeles? Yes, as of July 1, 2016, employers in Los Angeles are required to provide paid sick leave to employees who work at least 30 days within the city in a year.
10. Can an employer require an employee to sign a non-compete agreement in California? Non-compete agreements are generally unenforceable in California, except in limited circumstances, such as the sale of a business. Employers cannot prevent employees from working for a competitor or pursuing their chosen profession after their employment has ended.