Rancho Cucamonga Employment Lawyers

We know the stories of unfair treatment in the workplace all too well.  After 25 years of experience, we also know how to level the playing field when your Story becomes our Fight.

Our firm vigorously represents employees who have experienced:

  • Wrongful Termination
  • Whistleblower Retaliation
  • Harassment
  • Discrimination
  • Unpaid Wages, and more.

As California employment attorneys in Rancho Cucamonga, protecting employees is what we do!

Rancho Cucamonga Employment Lawyer San Bernardino

Why Clients Choose Us?

With offices in Rancho Cucamonga and Pasadena, our employment law attorneys serve clients throughout the Inland Empire – San Bernardino and Riverside Counties – as well as the Los Angeles area. Exclusively representing workers, we recover the damage done by unethical employers for Discrimination, Sexual Harassment, Whistleblower Retaliation, Wrongful Termination, and Unpaid Wages or benefits in the workplace. We also work on contingency, so no fees until we win!

Managing Attorney Huprich thrives on providing legal services with integrity and compassion for every client that he works with and every case that he handles. To get the right results for his clients, he will negotiate when the circumstances warrant it, but loves a good fight in the courtroom when the other side gives him a reason to do so – and as a Rancho Cucamonga employment lawyer, his track record speaks for itself.

0
Years of Experience
0+
Cases Won
$0M+
Recovered for Clients

Free Case Evaluation

Protecting employees is what we do!

    Recognition comes from experience. Experience means results.

    What our clients say...

    • Refreshingly humble, Joseph simply gets great results for his clients. He is as good as it gets as an employment lawyer. Thank you again and 100% recommended!

      Leticia C.
    • Joseph is an exceptional advocate and real expert in employment law. Because of his skill and dedication, he obtained a great verdict for me after I was discriminated against in the workplace. He conducts himself with the highest ethics and level of professionalism.

      Sharrell L.
    • The Huprich Law Firm is a reputable and personable firm that shows the utmost care for their clients. They have been the only law firm my family has trusted for MANY years …

      Chris W.
    • Without a doubt, I recommend this attorney again and again! Thank you for the excellent service, professionalism and enthusiasm you have offered me! From the first time they hear your case, you feel the confidence and security from the lawyer.

      Berenice M.

    Things to Know from Rancho Cucamonga Employment Attorneys

    If you are looking for an experienced employment law lawyer, Huprich Law is here to help you navigate the complexities of California employment law. Our team of employment lawyers in Rancho Cucamonga is dedicated to protecting the rights of employees and ensuring that you receive fair treatment at work.

    Wage and Hour Law

    Minimum Wage

    The state minimum wage is currently $16 per hour for all employers. Certain cities, however, have higher local minimum wages. Failure to pay minimum wage can result in the employer owing the unpaid minimum wages, plus an amount equal to the unpaid wages (liquidated damages), interest, and costs. Labor Code §§1194-1194.2. If you’re facing wage disputes, a knowledgeable employment law attorney in Rancho Cucamonga can provide the guidance you need.

    Overtime Pay

    Employees are entitled to overtime pay at 1.5 times their “regular rate of pay” for hours worked over 8 hours in a day or 40 hours in a week. Double time is required for hours worked over 12 in a day. Labor Code §510. [Regular rate of pay can include hourly earnings or salary, piecework earnings, commissions, non-discretionary bonuses, and shift differentials.] For assistance in resolving overtime issues, our skilled labor attorneys in Rancho Cucamonga can advocate on your behalf.

    Meal and Rest Breaks

    Employers must provide a 30-minute meal break for every 5 hours worked (and by the 5th hour) and a 10-minute rest break for every 4 hours worked. The meal break may be waived by the employee but only if it is in writing. Failure to provide either the meal or rest breaks entitles the employee to one additional hour of pay (at the regular rate of pay) for each violation per day. Labor Code §§ 226.7, 512, and 218.5; see also, Naranjo v. Spectrum Security Services, Inc. If your employer is violating these requirements, our experienced employment lawyer in Rancho Cucamonga is ready to help you secure your rights.

    Exempt vs. Non-Exempt Employees

    Whether an employee is entitled to overtime pay and meal and rest breaks depends on whether they are considered exempt or non-exempt. Employers often try to avoid paying overtime by claiming that an employee is exempt. However, under strict California employment law rules, unless the employee clearly fits within the administrative, professional, or executive category, misclassification will lead to additional wages and penalties owed to the employee. If you believe you have been misclassified, consult with a trusted employment attorney in Rancho Cucamonga for legal advice.

    Employee vs. Independent Contractor

    Under what is often referred to as the ABC test, workers are presumed to be an employee, rather than an independent contractor, unless the hiring entity can prove: (A) The worker is free from control or direction over how the work is performed; (B) The worker performs work outside the usual course of the hiring entity’s business; and (C) The worker is customarily engaged in an independently established trade or business. Misclassifying an employee as an independent contractor can lead to unpaid minimum wages, overtime, meal and rest break penalties, interests, and costs of suit. If you need assistance with contractor misclassification issues, our team of labor attorneys in Rancho Cucamonga is here to protect your rights.

    Final Paychecks

    Terminated employees must receive their final paycheck immediately, and those who quit must be paid within 72 hours or on the last day if they provided at least 72 hours’ notice. If your employer has delayed or withheld your final paycheck, an experienced employment lawyer in Rancho Cucamonga can help ensure you receive what you’re owed.

    Discrimination and Harassment Law

    California’s Fair Employment and Housing Act (FEHA)

    FEHA prohibits employment discrimination, harassment, and retaliation based on race, color, religion, sex, gender identity, sexual orientation, national origin, ancestry, age (40+), disability, pregnancy, medical condition, military status, and other protected categories. Government Code §12940(a). This statute applies to any employer in California with 5 or more employees. If you are facing discrimination or harassment at work, consult a dedicated employment attorney in Rancho Cucamonga to explore your legal options.

    Sexual Harassment

    The FEHA also prohibits harassment on the basis of sex, gender, gender identity, gender expression, or sexual orientation. Government Code §12940(j)(1). Employers are required to take reasonable steps to prevent and promptly correct harassment in the workplace, and training on harassment prevention is mandatory for employers. Co-workers are personally liable for sexual harassment, and employers are automatically liable if the perpetrator was a supervisor of the employee. If you have been a victim of sexual harassment, our skilled employment law attorneys in Rancho Cucamonga are here to help you pursue justice.

    Disability Discrimination

    Under FEHA and the Americans with Disabilities Act (ADA), employers cannot discriminate on the basis of a disability and must provide reasonable accommodations to disabled employees (permanent or temporary) unless it would cause an “undue hardship” on the operation of the business. Employers are required to engage in an interactive process with the employee to determine whether a reasonable accommodation would be appropriate. If you have experienced disability discrimination, seek assistance from our knowledgeable employment attorneys in Rancho Cucamonga.

    Remedies for Violations

    Employers who fail to comply with the requirements under FEHA, employees are entitled to recover loss of income, emotional distress, interest, and costs of suit. If your employer has violated your rights under FEHA, our dedicated employment law attorneys in Rancho Cucamonga can help you seek the compensation you deserve.

    Retaliation & Whistleblower Protections

    Workplace Retaliation

    California law also prohibits employers from retaliating against employees for engaging in legally protected activities such as filing complaints of discrimination or harassment, whistleblowing, or taking leave for medical and other reasons. Employees who suffer retaliation may be entitled to reinstatement, back pay, and other compensatory damages. If you have faced retaliation at work, our experienced labor attorneys in Rancho Cucamonga are prepared to fight for your rights.

    Family and Medical Leave Law

    California Family Rights Act (CFRA)

    Employees working for employers with five or more employees are entitled to take up to 12 weeks of unpaid leave in a 12-month period for family or medical reasons, including bonding with a new child, caring for a family member with a serious health condition, or dealing with their own serious health condition. If your employer is denying your right to medical or family leave, contact an employment lawyer in Rancho Cucamonga to protect your interests.

    Paid Family Leave (PFL)

    This statute provides up to 8 weeks of partial wage replacement benefits for employees who need time off to care for a seriously ill family member or to bond with a new child. If you’ve been denied PFL benefits, our employment law attorneys in Rancho Cucamonga can assist in securing your rightful benefits.

    Pregnancy Disability Leave (PDL)

    Pregnant employees are entitled to up to 4 months of leave for pregnancy-related conditions, and this leave is in addition to CFRA leave. If your employer refuses to honor your pregnancy leave, contact an experienced employment attorney in Rancho Cucamonga to protect your rights.

    Employee Privacy Rights Law

    Background Checks

    Employers must follow the California Investigative Consumer Reporting Agencies Act (ICRAA) when conducting background checks, including providing notice to employees and obtaining written consent. Employers cannot ask about arrests that did not lead to convictions or certain criminal records after a specified period. If your privacy rights have been violated, consult our experienced labor attorneys in Rancho Cucamonga.

    Electronic Monitoring

    While employers can monitor employee email and internet usage, employees have privacy rights under the California Constitution. Employers must inform employees of any monitoring and ensure it’s not overly intrusive. If your employer has violated your privacy rights, a knowledgeable employment lawyer in Rancho Cucamonga can help you take action.

    California Paid Sick Leave Law

    Paid Sick Leave

    Employees earn at least one hour of paid sick leave for every 30 hours worked, up to 3 days per year, and can use it for their own health condition or that of a family member. Employers, however, can provide more days. Employees who do not use their sick leave may not carry over their unused time and are not entitled to be paid for any unused time if they are terminated or leave, unless the employer’s policy permits it. If your employer is denying you paid sick leave, consult with our experienced employment attorneys in Rancho Cucamonga for assistance.

     

    What is At-Will Employment?

    At-Will Employment

    California is an “at-will” employment state, meaning employers can terminate employees for any lawful reason or no reason at all, but cannot otherwise violate any laws related to discrimination, harassment, or retaliation. If you believe you were wrongfully terminated, contact our dedicated employment lawyer in Rancho Cucamonga to explore your options.