Welcome to the website of Marcus Jackson, Attorney at Law. Since the fall of 2002 I have devoted my career to representing California employees whose rights have been violated in the workplace. I represent employees throughout the State of California as I have cases in San Diego County, Orange County, Los Angeles County, Riverside County, San Bernardino County and in Northern California.
I handle nearly all aspects of litigation arising from the employment relationship, representing employees with a wide variety of legal claims arising from the workplace. I have particular experience representing salespersons and management level employees who have been the victims of wage and hour violations perpetrated by automobile dealerships, which is all too common and often goes unpunished.
If you have been unlawfully terminated, suffered discrimination, are not being paid all wages owed by your employer or otherwise haven been victimized in the workplace, I invite you to contact me to discuss the details of your situation and determine if I may be able to assist you.
I handle nearly all aspects of litigation arising from the employment relationship, representing employees with a wide variety of legal claims arising from the workplace. I have particular experience representing salespersons and management level employees who have been the victims of wage and hour violations perpetrated by automobile dealerships, which is all too common and often goes unpunished.
If you have been unlawfully terminated, suffered discrimination, are not being paid all wages owed by your employer or otherwise haven been victimized in the workplace, I invite you to contact me to discuss the details of your situation and determine if I may be able to assist you.
Services
It never costs you anything to talk to me.
I am always happy to initially consult with potential new clients for free.
Normally I like to discuss your situation with you by telephone first.
This way I can make an initial decision about whether I believe there is a claim worth pursuing before you take time to drive to meet me in person.
Understand that as a contingent fee lawyer (meaning I only get paid if I am able to achieve some recovery on your behalf) I have to be selective about the cases I take and therefore there are some people who call me that I do not feel I can represent.
I am always happy to initially consult with potential new clients for free.
Normally I like to discuss your situation with you by telephone first.
This way I can make an initial decision about whether I believe there is a claim worth pursuing before you take time to drive to meet me in person.
Understand that as a contingent fee lawyer (meaning I only get paid if I am able to achieve some recovery on your behalf) I have to be selective about the cases I take and therefore there are some people who call me that I do not feel I can represent.
Here are some of the most common types of employment claims I litigate on a regular basis.
This is not an exhaustive list of all types of cases I handle.
So feel free to contact me about any employment law concern you have.
Disparate treatment based on RACE, SEX, NATIONAL ORIGIN, ANCESTRY, FOREIGN LANGUAGE/ACCENT, COLOR, AGE, RELIGION, STATUS OF BEING AN ADDICT, PREGNANCY, SEXUAL ORIENTATION, ETC.
Being propositioned sexually at work, subjected to unwelcome physical advances, told that submission to sexual requests is required to keep your job or you are subjected to a hostile and sexually offensive work environment.
This is not an exhaustive list of all types of cases I handle.
So feel free to contact me about any employment law concern you have.
Disparate treatment based on RACE, SEX, NATIONAL ORIGIN, ANCESTRY, FOREIGN LANGUAGE/ACCENT, COLOR, AGE, RELIGION, STATUS OF BEING AN ADDICT, PREGNANCY, SEXUAL ORIENTATION, ETC.
Being propositioned sexually at work, subjected to unwelcome physical advances, told that submission to sexual requests is required to keep your job or you are subjected to a hostile and sexually offensive work environment.
Being propositioned sexually at work, subjected to unwelcome physical advances, told that submission to sexual requests is required to keep your job or you are subjected to a hostile and sexually offensive work environment.
Sexual harassment is a subject that gets lots of attention in the media but so many employees and employers really do not understand the law in this area.
While everyone knows that it is unlawful for a supervisor to demand sexual favors as a condition of job benefits or continued employment, some may not know that the law makes a major distinction between sexual harassment perpetrated by supervisors versus harassment by co-workers.
Sexual harassment is a subject that gets lots of attention in the media but so many employees and employers really do not understand the law in this area.
While everyone knows that it is unlawful for a supervisor to demand sexual favors as a condition of job benefits or continued employment, some may not know that the law makes a major distinction between sexual harassment perpetrated by supervisors versus harassment by co-workers.
No good deed goes unpunished.
Such is often the case for employees who stand up for themselves or their coworkers by opposing unlawful discrimination and harassment.
Thankfully the law prohibits retaliation against co-workers who speak out against illegal discrimination suffered by themselves or another employee.
Also, the law allows you to complain of discrimination and harassment and so long as your complaint is honest and made in good faith you cannot be the victim of retaliation for such complaints, even if it turns out your discrimination or harassment claim lacked merit.
Such is often the case for employees who stand up for themselves or their coworkers by opposing unlawful discrimination and harassment.
Thankfully the law prohibits retaliation against co-workers who speak out against illegal discrimination suffered by themselves or another employee.
Also, the law allows you to complain of discrimination and harassment and so long as your complaint is honest and made in good faith you cannot be the victim of retaliation for such complaints, even if it turns out your discrimination or harassment claim lacked merit.
Adverse job consequences for having complained about, opposed, reported or refused to take part in unlawful activity in the workplace.
A whistleblower is traditionally defined as "a person who informs on another or makes public disclosure of corruption or wrongdoing."
Obviously, whistleblowers play an important role in exposing clandestine fraud and/or illegalities, thereby limiting their impact and preventing unnecessary harm to innocent victims.
If you are a whistleblower within a company you may feel a moral obligation to report wrongdoing, even if the wrongdoers are your co-workers or, even more troubling, your superiors, but you of course are legitimately afraid of retaliation.
A whistleblower is traditionally defined as "a person who informs on another or makes public disclosure of corruption or wrongdoing."
Obviously, whistleblowers play an important role in exposing clandestine fraud and/or illegalities, thereby limiting their impact and preventing unnecessary harm to innocent victims.
If you are a whistleblower within a company you may feel a moral obligation to report wrongdoing, even if the wrongdoers are your co-workers or, even more troubling, your superiors, but you of course are legitimately afraid of retaliation.
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