Employment Lawyer Los Angeles County

Many Los Angeles County employment cases are won or lost on a few early facts: what was reported (or requested), when the employer learned about it, and what happened next. Termination, discipline, pay reductions, schedule changes, and “performance” write-ups that closely follow protected activity can raise issues under California law, especially when the employer’s internal records don’t match what was said or done.

Los Angeles County is also a venue where procedure matters. Some claims start with an agency filing before you can sue, others can be pursued through a wage claim, and many workplaces impose arbitration. Early evaluation is often less about “telling your story” and more about preserving evidence, identifying deadlines, and choosing the correct procedural path.

California United Law Group, P.C. represents employees only. If you believe your rights have been violated, the most important step is confirming what claims apply, what forum controls, and what deadlines are in play.

Contact our Los Angeles team for a confidential evaluation.

Employment Disputes in Los Angeles County

Employment disputes in Los Angeles County are rarely straightforward. Success requires a working command of the California Labor Code, the Fair Employment and Housing Act (FEHA), the California Family Rights Act (CFRA) and the Family and Medical Leave Act (FMLA), and how these laws are applied in practice in litigation, arbitration, and administrative proceedings.

Our Areas of Practice

• Wrongful Termination: Representing employees terminated for unlawful reasons, including after raising concerns about workplace misconduct, requesting protected leave, or refusing to participate in illegal activity.
• Retaliation: Handling retaliation claims involving adverse action after reporting discrimination or harassment, complaining about wage issues, requesting accommodations, or engaging in other protected activity.
• Discrimination & Harassment (including Sexual Harassment): Representing employees subjected to discrimination or harassment based on protected characteristics, including claims involving hostile work environments and sexual harassment.
• Wage & Hour Violations: Pursuing claims for unpaid wages, overtime, missed meal and rest breaks, off-the-clock work, failure to reimburse business expenses, and misclassification.
• PAGA & Class / Representative Actions: Bringing representative actions when labor violations affect groups of employees and the issues are systemic rather than isolated.

How Employment Claims Typically Move Forward (Agencies, Court, Arbitration)

Filing an employment claim often involves more than identifying a legal violation. It requires deciding where the claim must be filed first, whether arbitration applies, and how to preserve evidence while deadlines run.

Administrative Filings (CRD and the Labor Commissioner)

Many discrimination, harassment, and retaliation claims begin with the California Civil Rights Department (CRD) before a case can proceed in court. In some matters, an immediate Right-to-Sue notice may be requested. Wage claims may also be pursued through the Division of Labor Standards Enforcement (the Labor Commissioner), depending on the nature of the violation and strategy.

Important timing note: Deadlines vary by claim type and forum. For example, CRD complaints are commonly subject to a multi-year filing window, and wage claims can have different limitation periods depending on the specific wage violation. Early evaluation is the safest way to avoid losing claims on timing.

Los Angeles County Superior Court

When a matter proceeds to litigation, cases are typically filed in the Los Angeles County Superior Court system. Local rules, assignment practices, and case-management timelines can materially affect discovery, motion practice, settlement posture, and trial scheduling. We approach each case with a plan designed for the forum it will actually be litigated in, not a generic checklist.

Workplace Contexts We Regularly See in Los Angeles County

Discovery in Los Angeles County employment cases often turns on workplace-specific documentation. We tailor evidence-gathering to the records created in the work setting involved.
Examples we regularly encounter include:

• Healthcare and Medical Workplaces: Claims involving leave, disability accommodation, retaliation after reporting compliance or patient-safety concerns, and discipline tied to medical restrictions.
• Entertainment, Production, and Tech-Adjacent Roles: Cases where power imbalances, informal reporting chains, and “project-based” employment are common. Documentation is often fragmented across teams and vendors.
• Logistics, Warehousing, and High-Volume Operations: Wage-and-hour disputes, meal/rest break issues, timekeeping systems, off-the-clock expectations, and retaliation tied to safety complaints or protected leave.

Why Choose California United Law Group, P.C.?

• Employee-Focused Representation: We represent employees only, never employers.
• Contingency-Based Structure: In appropriate cases, we work on a contingency basis, meaning attorney fees are paid only if we obtain a recovery.
• Forum-Ready Strategy: We focus on what actually drives outcomes in the forum your case will be handled: administrative process, arbitration, or court.

Consult an Employment Lawyer Serving Los Angeles County

Employment deadlines can be strict, and waiting often benefits the employer. If you believe your rights have been violated, contact California United Law Group, P.C. for a confidential consultation to discuss options and next steps.