The best way to find out is to consult with an experienced attorney. During a free case evaluation at Arnold Law Firm, we’ll review the facts of your situation, explain the applicable law, assess the strength of your claim, and give you an honest evaluation of your options.

Not every injury or workplace dispute results in a legal case, and we’ll tell you honestly if we don’t think you have a viable claim. But many people have stronger cases than they realize — especially in situations involving insurance company lowball offers, employer retaliation, or injuries that seem minor initially but worsen over time.

Call Arnold Law Firm at (916) 777-7777 or submit a free case evaluation online. There is no cost and no obligation.

For an employment law consultation, the following documents and information are helpful:

• Your employment contract or offer letter (if you have one)
• Your employee handbook or relevant company policies
• Pay stubs and records of hours worked
• Any performance reviews or disciplinary actions
• Written communications related to your complaint (emails, texts, letters, HR correspondence)
• Documentation of your complaint to HR or management
• Any termination letter or written reason for your firing
• A timeline of key events (when you were hired, when problems started, when you complained, when you were terminated)
• Contact information for witnesses who can corroborate your account

The more documentation you have, the stronger your case. But don’t delay your consultation just because you don’t have everything yet.

Fee structures for employment cases vary depending on the type of claim. Many employment cases—particularly discrimination, harassment, wrongful termination, and retaliation cases—are handled on a contingency fee basis, similar to personal injury cases: you pay nothing unless we recover compensation for you.

Some employment matters, particularly wage and hour claims, may also allow for recovery of attorney’s fees from the employer under California law, meaning your employer pays your legal costs if you win.

Contact Arnold Law Firm for a free consultation. We’ll explain the fee arrangement that applies to your specific situation.

No. California Labor Code § 132a makes it illegal for an employer to terminate, threaten, or discriminate against an employee for filing or intending to file a workers’ compensation claim. If your employer fires you or takes adverse action because you were injured on the job or filed a claim, you may have both a workers’ compensation retaliation claim and a wrongful termination claim.

Remedies can include reinstatement, back pay, a penalty of up to $10,000, and costs and expenses up to $250. You may also pursue a separate civil lawsuit for wrongful termination in violation of public policy, which can include damages for emotional distress and potentially punitive damages.

Retaliation occurs when your employer takes an adverse employment action against you because you engaged in a legally protected activity. Protected activities include filing a discrimination or harassment complaint, reporting wage violations, filing a workers’ compensation claim, taking FMLA/CFRA leave, reporting workplace safety hazards, refusing to participate in illegal activity, and cooperating in a government investigation.

Adverse actions aren’t limited to termination. They can include demotion, pay cuts, schedule changes, negative performance reviews, hostile treatment, reassignment to undesirable duties, or any action that would discourage a reasonable employee from exercising their rights.

California courts take a broad view of what constitutes retaliation. If you suspect you’re being retaliated against, document everything and consult an employment attorney before the situation escalates.

Under FEHA, California employers with 5 or more employees must provide reasonable accommodations to qualified employees with physical or mental disabilities, unless doing so would cause the employer undue hardship. California’s definition of “disability” is broader than the federal ADA and covers conditions that merely “limit” (not “substantially limit”) a major life activity.

Reasonable accommodations may include modified work schedules, ergonomic equipment, reassignment to a vacant position, additional breaks, telecommuting, or leave for treatment. Your employer must engage in a timely, good-faith interactive process with you to identify possible accommodations.

If your employer refuses to accommodate your disability or retaliates against you for requesting accommodation, you may have a valid FEHA claim.

California employees may be entitled to protected leave under multiple laws:

California Family Rights Act (CFRA): Employers with 5+ employees must provide up to 12 weeks of unpaid, job-protected leave per year for the birth or adoption of a child, to care for a seriously ill family member (spouse, child, parent, grandparent, grandchild, sibling, or domestic partner), or for your own serious health condition.

Federal FMLA: Similar to CFRA but applies to employers with 50+ employees within 75 miles. CFRA and FMLA run concurrently in most cases.

Pregnancy Disability Leave (PDL): Up to 4 months of leave for employees disabled by pregnancy, childbirth, or related conditions — in addition to CFRA leave.

California Paid Family Leave (PFL): Provides up to 8 weeks of partial wage replacement (through EDD, not your employer) when you need time off to care for a seriously ill family member or bond with a new child.

Your employer cannot fire or retaliate against you for taking protected leave. If you’ve been denied leave or punished for requesting it, contact Arnold Law Firm.

Yes. Under California Labor Code § 201, if you are terminated or laid off, your employer must pay all wages owed — including accrued vacation — at the time of termination. There is no grace period.

If you resign with at least 72 hours’ notice, your employer must pay your final wages on your last day. If you resign without 72 hours’ notice, the employer has 72 hours to pay.

If your employer fails to pay on time, you may be entitled to waiting time penalties of up to 30 days of additional pay at your daily rate (Labor Code § 203). These penalties can add up quickly.

If you believe your employer is violating California wage and hour laws — by not paying overtime, skipping meal or rest breaks, paying below minimum wage, or failing to reimburse business expenses — you should:

1. Keep your own records of hours worked, breaks taken (or missed), and pay received
2. Review your pay stubs — California law requires detailed, accurate pay stubs (Labor Code § 226), and violations can result in penalties
3. Raise the issue with HR or your supervisor in writing, if you feel safe doing so
4. File a wage claim with the California Labor Commissioner (DLSE), or
5. Consult an employment attorney — Arnold Law Firm can help determine whether you have an individual claim or a potential class action on behalf of other affected workers

The statute of limitations for most wage claims is 3 years, or 4 years with a UCL claim. Don’t wait. Penalties and interest accrue over time, and evidence can be lost.

Employee misclassification occurs when an employer labels a worker as an independent contractor instead of an employee to avoid paying benefits, overtime, payroll taxes, and workers’ compensation insurance. Under California’s ABC Test (established by the Dynamex decision and codified in AB 5), a worker is presumed to be an employee unless the employer can prove all three of the following:

• (A) The worker is free from the control and direction of the hiring entity
• (B) The worker performs work outside the usual course of the hiring entity’s business
• (C) The worker is customarily engaged in an independently established trade or business

If you’ve been misclassified, you may be owed unpaid overtime, missed meal and rest break premiums, expense reimbursements, and other benefits. Arnold Law Firm can evaluate whether your classification is proper.