If you are an employee and have experienced unfair work practices, or you are a consumer who has been deceived or wronged by a corporation, please contact the Wand Law Firm, P.C. today for a free legal consultation. Not only do we derive our livelihood from our jobs, but we spend so much of our time at work, that it becomes an important part of who we are.
The Wand Law Firm, P.C. appreciates how important it is that you are treated fairly and equally at your job and that you receive all the compensation you worked so hard to earn. The Wand Law Firm, P.C. is dedicated to fighting vigorously for employees who have been wronged in the workplace. We represent employees in all industries and professions.
It doesn't matter whether you're paid on an hourly basis or salaried - you are entitled to all the rights and protections afforded to you under the law. The Wand Law Firm, P.C. also represents consumers who have been the victims of unfair business practices. In order to maximize profits, businesses frequently engage in all sorts of unlawful behavior at the expense of the consumer.
The Wand Law Firm, P.C. appreciates how important it is that you are treated fairly and equally at your job and that you receive all the compensation you worked so hard to earn. The Wand Law Firm, P.C. is dedicated to fighting vigorously for employees who have been wronged in the workplace. We represent employees in all industries and professions.
It doesn't matter whether you're paid on an hourly basis or salaried - you are entitled to all the rights and protections afforded to you under the law. The Wand Law Firm, P.C. also represents consumers who have been the victims of unfair business practices. In order to maximize profits, businesses frequently engage in all sorts of unlawful behavior at the expense of the consumer.
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Mr. Wand has dedicated his career to standing up for the rights of employees and consumers.
Mr. Wand has successfully litigated employment cases involving claims for discrimination, harassment, retaliation, and wrongful termination, as well as wage and hour class actions involving claims for, among other things, misclassification of employees as independent contractors, failure to properly pay and calculate overtime, failure to provide meal and rest breaks, and failure to timely pay wages.
Mr. Wand also litigates consumer class actions against companies that have engaged in unfair business practices, including false advertising of goods and deceptive sales practices.
Mr. Wand has successfully litigated employment cases involving claims for discrimination, harassment, retaliation, and wrongful termination, as well as wage and hour class actions involving claims for, among other things, misclassification of employees as independent contractors, failure to properly pay and calculate overtime, failure to provide meal and rest breaks, and failure to timely pay wages.
Mr. Wand also litigates consumer class actions against companies that have engaged in unfair business practices, including false advertising of goods and deceptive sales practices.
California and federal laws, including Title VII of the Civil Rights Act of 1964 (42 U.S.C. § 2000 et seq.) and the California Fair Employment and Housing Act ("FEHA") (Cal.
Gov. Code § 12940 et seq., make it illegal for employers to treat their employees worse on the basis of certain protected characteristics.
Discrimination can present itself in different forms.
It could be that you are denied pay raises or promotions, passed over for certain job opportunities, given more thorough background searches, given unfavorable work assignments, transferred to a different job location, or demoted or terminated, because you fall under a protected class.
Gov. Code § 12940 et seq., make it illegal for employers to treat their employees worse on the basis of certain protected characteristics.
Discrimination can present itself in different forms.
It could be that you are denied pay raises or promotions, passed over for certain job opportunities, given more thorough background searches, given unfavorable work assignments, transferred to a different job location, or demoted or terminated, because you fall under a protected class.
Gov. Code § 12940 et seq. require employers to engage in the interactive process and to make reasonable accommodations for employees who suffer from certain mental and physical disabilities, so long as the disability is known to the employer and the employer will not suffer undue hardship as a result of the accommodation.
For instance, if you have a physical condition that requires you to be seated during the workday, and the legitimate business needs of the employer do not require you to be standing, then the employer may be obligated to provide you with that accommodation.
For instance, if you have a physical condition that requires you to be seated during the workday, and the legitimate business needs of the employer do not require you to be standing, then the employer may be obligated to provide you with that accommodation.
California and federal laws, including Cal.
Lab.
Code § 1102.5 and various federal statutes, prevent employers from taking adverse employment actions (such as demotions or termination) against employees for engaging in protected activity.
Such protected activity could include complaining about an illegal employment practice or participating in a lawsuit against your employer.
Critically, under the law, the employee only needs to have a good faith belief the activity complained of is illegal, and even if the complained-of activity ultimately proves lawful, the employee is still protected.
Lab.
Code § 1102.5 and various federal statutes, prevent employers from taking adverse employment actions (such as demotions or termination) against employees for engaging in protected activity.
Such protected activity could include complaining about an illegal employment practice or participating in a lawsuit against your employer.
Critically, under the law, the employee only needs to have a good faith belief the activity complained of is illegal, and even if the complained-of activity ultimately proves lawful, the employee is still protected.
The general rule in California is that employment is at-will-meaning that an employer can let you go for any reason that is not specifically protected under California law.
However, there are exceptions to this general rule.
If you have worked for your employer for an extensive period of time, or have been given oral or written promises of employment, and are subsequently fired or denied promised compensation or benefits, you may have a claim against your employer for breach of an employment contract.
However, there are exceptions to this general rule.
If you have worked for your employer for an extensive period of time, or have been given oral or written promises of employment, and are subsequently fired or denied promised compensation or benefits, you may have a claim against your employer for breach of an employment contract.
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