Top California Employment Lawyers

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 labor law attorney in California to explore your legal options.

Los Angeles Discrimination Attorney

Stand Up Against Workplace Discrimination in California

California workers have a legal right to a workplace free from discrimination, harassment, and hostility. Yet every day, employees across the state face unlawful treatment based on who they are. At Huprich Law Firm, P.C., our experienced Pasadena and Ontario discrimination attorneys are here to help you stand up for your rights.

We represent clients facing all forms of employment discrimination, including:

• Pregnancy discrimination

• Disability discrimination

• Race and national origin discrimination

• Gender and gender identity discrimination

• Sexual orientation discrimination

• Religious discrimination

• Age discrimination

• Parental status discrimination

Types of Discrimination We Fight

Pregnancy Discrimination
California law protects pregnant employees and new mothers. It is unlawful for your employer to fire or mistreat you because of pregnancy, childbirth, or related conditions—including pregnancy loss. We are one of the few California firms with a focused practice in pregnancy discrimination.

Disability Discrimination
Both federal and state law prohibit discrimination based on physical or mental disabilities. California law offers broader protections for individuals whose conditions limit their ability to engage in everyday activities.

Race Discrimination
Discrimination based on race, ethnicity, or national origin is illegal. If you’ve been harassed, demoted, or terminated because of your race, you may have a claim under state and federal law.

Gender Discrimination
Employers cannot treat workers differently based on gender, gender identity, or gender expression. Unequal treatment or adverse action based on gender is not just unethical—it’s against the law.

Sexual Orientation Discrimination
It’s unlawful for an employer to discriminate based on actual or perceived sexual orientation. The law also protects you from actions based on assumptions about your or your family’s orientation—regardless of whether those assumptions are true.

Religious Discrimination
Your right to freely practice your religion includes wearing religious clothing, jewelry, or head coverings, and taking time off for religious observances. Employers may not punish you for exercising your faith.

Age Discrimination
Adverse treatment based on age—such as firing, demotion, or forced retirement—is prohibited. We frequently represent older employees facing discrimination in the workplace.

Parental Status Discrimination
Federal and California law protect employees from being penalized for being parents. Whether it’s being denied parental leave or sidelined after returning to work, we help parents fight back against unfair treatment.

Why Huprich Law Firm?

Our attorneys are not only skilled in the law—we’re deeply committed to protecting the dignity and rights of workers. We understand that your job is more than a paycheck; it’s your livelihood and your identity. We’ve helped clients from all backgrounds pursue justice in a wide range of discrimination claims.

No matter your circumstances, our team is ready to fight for you.

Los Angeles Sexual Harassment Attorney

Fighting for Justice in the Workplace

Sexual harassment in the workplace is not only unacceptable—it’s illegal. Under federal, state, and local laws, including California’s Fair Employment and Housing Act (FEHA), employees and job applicants have the right to a workplace free from harassment, abuse, and intimidation. If you’ve experienced sexual harassment in Los Angeles, you may have the right to take legal action and recover compensation for the harm you’ve suffered.

At Huprich Law Firm, we understand how sexual harassment can damage your sense of safety, disrupt your career, and cause lasting emotional and psychological harm. Whether the misconduct was verbal, physical, or involved unwanted advances, retaliation, or assault, we are here to support and protect your rights.

Trusted Advocates for Sexual Harassment Victims

Victims of workplace harassment need more than just legal representation—they need an advocate who listens, believes them, and fights with everything they have. Our Los Angeles sexual harassment attorney is committed to doing exactly that.

We built our firm on the belief that aggressive, high-quality legal representation shouldn’t be reserved for large corporations. We bring the same drive, strategy, and courtroom experience as top-tier firms—without losing sight of what matters most: you.

Why Choose Huprich Law Firm?

• We take your case personally – You’re never just a file on a desk. We know your story matters.
• Proven results – We’ve recovered millions for victims of sexual harassment through both settlements and verdicts.
• Fearless representation – We’re not afraid to challenge powerful employers, no matter their size or influence.
• No upfront cost – We offer free consultations and work on a contingency fee basis, so you pay nothing unless we win your case.

Ready to Take a Stand? We’re Ready to Help.

If you’ve been harassed, assaulted, or exploited in the workplace, you don’t have to go through it alone. Our Los Angeles workplace sexual harassment lawyer will be with you from the moment you reach out until your case is resolved. Let us help you reclaim your power and pursue the justice you deserve.

Contact Huprich Law Firm today for a free and confidential consultation.

Los Angeles Whistleblower Retaliation Attorney

Protecting Those Who Speak the Truth

Whistleblowing cases are often high-stakes, emotionally charged, and legally complex. If you’ve taken the courageous step of reporting unlawful or unethical conduct at work, your best protection is strong legal counsel from a firm that understands the intricacies of whistleblower law—and knows how to fight back against retaliation.

At Huprich Law Firm P.C., our Los Angeles whistleblower attorneys provide strategic, skilled, and results-driven representation for employees who expose wrongdoing. We are committed to safeguarding your rights and guiding you through every step of the legal process. We understand the pressure you’re under—and we’re here to help you navigate it with clarity and confidence.

What You Can Expect From Our Whistleblower Attorneys

• Individualized Attention
  You’re not just another case. At Huprich Law Firm, we treat every client with care, respect, and personalized attention. We take the time to understand your unique situation—and we fight as if your case were our own.

• Thorough Case Evaluation
  We’ll assess the strength of your potential claim by closely examining the facts, relevant evidence, and applicable state and federal laws. You’ll receive a clear and honest analysis of your legal options.

• Versatile Problem-Solving
  Whether through negotiation, mediation, or litigation, we take a tailored approach to resolving whistleblower claims. We evaluate the most strategic path forward for your specific goals and circumstances.

• Aggressive Advocacy and Negotiation
  Our legal team is skilled at securing fair treatment, appropriate compensation, and if necessary, a respectful and protective exit from your current employment.

• Career-Focused Support
  We don’t just handle the case—we also help protect your career. This includes negotiating terms related to job references, severance agreements, and preserving your professional reputation.

At Huprich Law Firm P.C., we combine deep knowledge of whistleblower law with a genuine commitment to your well-being. Our track record of success and personalized approach makes us a trusted ally in these difficult cases.

Understanding Whistleblower Protection

When employees speak out about illegal activity—fraud, wage theft, unsafe conditions, or other misconduct—they play a crucial role in protecting the public and holding companies accountable. Whistleblowers often uncover issues that regulators simply cannot detect on their own due to limited access to internal records and operations.

Unfortunately, employers often retaliate against whistleblowers—firing them, demoting them, or labeling them as “troublemakers.” This is not just unfair—it’s illegal.

Legal Protections for Whistleblowers

Federal and California law offer robust protections for employees who report wrongdoing, including:

• The Whistleblower Protection Act

• The False Claims Act

• The Occupational Safety and Health Act (OSHA)

• The National Labor Relations Act (NLRA)

• The California Labor Code

These laws shield workers from retaliation and give them a pathway to hold employers accountable.

Whether you’ve reported wage violations, health and safety concerns, discrimination, or other unlawful conduct, you are entitled to protection. If your employer retaliates, Huprich Law Firm P.C. is prepared to fight back on your behalf.

Exposing the Truth: Whistleblower Protection at Huprich Law Firm

In 2022 alone, the California State Auditor’s Office recorded 1,075 whistleblower allegations, uncovering issues ranging from the misuse of public funds to falsified attendance records. Those investigations revealed more than $585 million in improper spending.

Now imagine how much more misconduct could be stopped—how much taxpayer money could be saved—if more employees felt empowered to speak out.

The Whistleblower Protection Act was designed to shield brave individuals from retaliation. But that protection only works when enforced. At Huprich Law Firm, P.C., our Los Angeles whistleblower attorneys are committed to protecting whistleblowers, defending their rights, and holding wrongdoers accountable.

If you’re facing retaliation for exposing misconduct, do not stay silent. Contact us at (909) 766-2226 for a confidential consultation with a trusted employment lawyer who will stand by your side.

Are You a Whistleblower?

You may be a whistleblower if you report unlawful or unethical conduct, either within your organization or to a government agency. You don’t need to be reporting your employer specifically—if you discover that a vendor, client, or subcontractor is breaking the law and face retaliation for reporting it, you still have rights under the law.

California has a range of whistleblower protection laws. At Huprich Law Firm, P.C., our attorneys can help you determine whether you qualify as a whistleblower and explain the protections available to you. We offer free consultations to review your situation and help you understand your legal options.

Types of Whistleblower Cases We Handle:

Labor Code Violations & Other Workplace Misconduct Whistleblowers

Some of the most common types of retaliation by employers against whistleblowers includes employees speaking up about:

• Wage and hour violations

• Employee misclassification

• Discrimination or harassment

• Participation in a workplace investigation

• Request for disability accommodation

• Request for medical condition or pregnancy accommodation

• Unlawful wage deductions

• Falsified payroll records

OSHA and Workplace Safety Whistleblowers

If you report unsafe or unhealthy working conditions to your employer or to OSHA, you may qualify as a whistleblower. Examples of unsafe conditions include:

• Hazardous materials

• Inadequate safety protocols

• Lack of protective equipment

• Faulty or dangerous machinery

Data Privacy & Security Whistleblowers

As regulations evolve to keep pace with the digital economy, more laws now govern how companies collect and manage consumer data. Employees who raise concerns about unlawful data practices often face resistance or retaliation.

Even though the California Consumer Privacy Act lacks explicit whistleblower protections, existing California labor laws still protect employees who report illegal conduct. If your employer retaliated against you for flagging noncompliance, we can help you bring a claim for wrongful termination or retaliation.

Insurance Fraud Whistleblowers

Fraud against private insurers raises costs for everyone—and California has passed strong whistleblower protection laws to address it.

If you report insurance fraud and face retaliation, the law entitles you to legal protections and potential compensation, including a share of any government recovery.

Common forms of insurance fraud include:

• Inflating losses

• Submitting fake invoices

• Kickback schemes involving providers

• Hiding information that affects coverage eligibility

Whistleblowers can file a sealed court complaint and, if the government intervenes, receive up to 30% of the recovered funds. If the government doesn’t intervene, that share may increase to 40–50%.

Medicare Whistleblowers

Healthcare workers—including doctors, nurses, hospice staff, and billing professionals—are frequently in a position to uncover Medicare fraud. These cases often involve violations such as:

• Billing for services never provided

• “Upcoding” to inflate reimbursement rates

• Prescribing unnecessary treatments

• Off-label marketing of drugs

• Kickbacks for referrals or prescriptions

These claims are typically brought under the False Claims Act, which has recovered over $38 billion in taxpayer funds. Whistleblowers may receive 15–30% of the amount recovered.

Government Contractor Whistleblowers

Government contractors are responsible for delivering services under state and federal contracts, from military supplies to public health services. Fraud in these areas can involve:

• Delivering substandard goods or services

• Concealing illegal bribes or kickbacks

• Padding invoices or submitting false certifications

• Overbilling for services or products not rendered

Employees who report this misconduct may be eligible for reinstatement, double back pay, compensatory damages, and attorneys’ fees. They may also qualify for whistleblower rewards under the False Claims Act.

Employees reporting these violations are protected from retaliation under federal and state workplace safety laws.

Under California Labor Code § 1102.5, you are protected if you report or refuse to participate in illegal conduct. This protection applies whether you report internally (e.g., to HR) or to a government agency.

Whistleblower Rewards and Protections: What You Need to Know

Whistleblowers may be eligible for a financial reward if their report leads to a successful enforcement action that results in monetary sanctions exceeding $1 million. Under federal law, whistleblowers can receive 10% to 30% of the amount recovered, based on the quality of the information and the level of assistance they provide in the investigation.

At Huprich Law Firm P.C., we ensure that clients who report corporate misconduct understand their rights and protections under the law.

Recognizing Whistleblower Retaliation

Retaliation is illegal—but it often occurs in subtle, disguised ways. Common examples include:

• Termination or demotion

• Pay cuts or loss of seniority

• Denied access to training or key resources

• Negative performance reviews without justification

• Threats involving immigration status

Employers may attempt to justify retaliation using pretextual reasons—false explanations designed to hide illegal motives. Signs of a pretext may include:

• Sudden poor performance evaluations without prior feedback

• Layoffs targeting only you

• Disproportionate punishment for minor infractions

Our attorneys at Huprich Law Firm P.C. are experienced in identifying and proving employer pretexts to help expose retaliation for what it is: unlawful punishment for doing the right thing.

What to Do If You Suspect Retaliation

If you believe you have a whistleblower claim, protect yourself by taking these steps:

1. Document Everything – Keep notes, emails, and records related to the misconduct and your reports.

2. Follow Reporting Procedures – Use internal complaint channels when possible, but understand that external reporting is also protected.

3. Speak to a Lawyer Early – Contact a Los Angeles whistleblower attorney to protect your rights and navigate the process strategically.

The attorneys at Huprich Law Firm P.C. will help you secure critical evidence, guide you through legal procedures, and safeguard your future.

How Huprich Law Firm Supports Whistleblowers

Whistleblower cases are complex. Our legal team offers:

• In-depth evaluation of your case under federal and California law

• Guidance on filing with agencies such as OSHA, the SEC, IRS, and CFTC

• Representation in qui tam lawsuits under the False Claims Act

• Negotiation of favorable settlements or severance packages

• Ongoing protection against retaliation during and after your case

• Advocacy in court, arbitration, or administrative proceedings

We bring unique experience in financial, regulatory, and employment litigation and have gone up against major corporations and government contractors. Our attorneys have the skill to manage sensitive documents, preserve anonymity, and press for full compensation and justice.

Frequently Asked Questions

What Is “Whistleblowing”?

Whistleblowing is when an employee reports illegal or unethical behavior by their employer or others within the organization. This may involve fraud, wage theft, safety violations, discrimination, or other misconduct. Whistleblowers are crucial in revealing actions the government may never discover on its own.

Is Whistleblowing a Crime?

No. Whistleblowing is not only legal—it’s encouraged. State and federal laws protect individuals who report in good faith, even if the misconduct later turns out not to be illegal.

What Protections Do Whistleblowers Have?

Laws like the Whistleblower Protection Act, False Claims Act, and California Labor Code prohibit retaliation and provide remedies such as:

• Reinstatement

• Back pay with interest

• Compensatory damages

• Attorneys’ fees

These laws also forbid policies or workplace rules that discourage reporting misconduct.

Are there deadlines to file a claim?

Yes. Missing your deadline can bar your claim, so contact a qualified attorney right away.

What If I Was Wrong About My Employer Breaking the Law?

You’re still protected—as long as you reasonably believed the conduct was unlawful when you reported it. California law doesn’t require proof of actual illegality to invoke whistleblower protections.

Get Skilled Protection Against Retaliation

If you’ve had the courage to speak up against wrongdoing, you deserve protection. At Huprich Law Firm P.C., our experienced Los Angeles whistleblower lawyers are here to fight for you.

We also handle related employment claims, including:

• Discrimination

• Sexual harassment

• Medical & disability leave violations

• Equal Pay Act disputes

• Wage & hour violations

• Wrongful termination

• Stock compensation issues

• Retaliation for protected conduct

Call Huprich Law Firm P.C. today for a free consultation. We work on a contingency basis—you don’t pay unless we win.

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 under the California Family Rights Act. If your employer is denying your right to medical or family leave, contact an employment lawyer in California to protect your interests.

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 under the Paid Family Leave Law. If you’ve been denied PFL benefits, our employment law attorneys in California can assist in securing your rightful benefits.

Under the Pregnancy Disability Leave law, 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 California to protect your rights.

Stop Wage Theft. Claim the Wages You’re Owed.

As a dedicated employee, you work hard and do what’s asked of you. In return, you deserve to be paid fairly, fully, and on time. Unfortunately, wage theft is all too common.

Perhaps your employer “forgets” to pay you for overtime. Maybe they claim you’re “salaried” just so they can avoid paying overtime. Or perhaps your pay is routinely rounded down, your meal and rest breaks are denied, or your employer deducts business expenses from your paycheck. You may even have been misclassified as an independent contractor.

Tragically, many employers agree on paper to pay the minimum wage, but pay far less in practice—especially to workers they perceive as vulnerable due to immigration status, language, ethnicity, or gender. But every worker in California has rights, and holding employers accountable is part of how Huprich Law Firm P.C. works toward a fairer and more just economy.

If any of this sounds familiar, it’s time to speak with a Los Angeles wage and hour violations attorney at Huprich Law Firm. California’s Labor Code offers powerful protections—often exceeding federal law under the Fair Labor Standards Act (FLSA).

Call us now at (909) 766-2226 for real answers and a free consultation about your case.

Types of Wage and Hour Violations

Our attorneys are experienced in handling all types of wage and hour violations, including:

• Paying less than minimum wage

• Misclassifying employees as independent contractors

• Requiring unpaid “off-the-clock” work (e.g., after clock-out emails or security checks)

• Denying shade or water to outdoor workers in hot weather

• Denying or restricting rest and meal breaks

• Failing to pay separately for rest periods for “piece rate” workers

• Charging employees for tools or mandatory equipment use (e.g., personal cell phones)

• Paying late or skipping pay periods

• Hiding wage theft by using third-party shell entities

If your employer engages in any of the above, you may be entitled to compensation, penalties, or both.

Are You Being Underpaid?

Even in Los Angeles County, wage theft happens in subtle ways. Common signs include:

• Pay below the local or state minimum wage

• Missed meal or rest breaks

• Delayed or missing final paychecks

• Strange or unauthorized paycheck deductions

Practical advice: Save your pay stubs, track your hours, and contact our team if you notice inconsistencies.

Specific Violations in Detail

Failure to Provide Proper Wage Statements

California law requires pay stubs to show:

• Total hours worked

• Pay rate and all deductions

• Accurate gross and net wages

Missing or inaccurate information violates state law.

Illegal Rounding of Hours

Some employers round time entries to save money—adjusting your punch-in/out time by minutes that add up over time. While rounding isn’t automatically illegal, it must:

• Be neutral on its face

• Not result in systemic underpayment

Meal break times cannot be rounded at all under California Supreme Court rulings.

Meal and Rest Break Violations

Most non-exempt employees in California are entitled to:

• 30-minute unpaid meal breaks after 5 hours of work

• 10-minute paid rest breaks for every 4 hours worked

If these breaks are denied, shortened, or controlled by your employer, you’re entitled to an extra hour of pay per violation per day.

Tipped Employees & Minimum Wage

California law is strict:

• Employers cannot deduct tips or credit them against minimum wage

• Processing fees on credit card tips cannot be passed to employees

Tipped workers must still receive full minimum wage for all hours worked.

Commission-Based Employment Rules

Commissioned employees must have:

• A written agreement outlining how commissions are earned and paid

• Timely payments unless otherwise agreed

Overtime eligibility depends on how you’re paid and your job duties. If you don’t meet certain exemptions (e.g., “outside salesperson”), you may still qualify for overtime.

Overtime Rules in California

If you’re an hourly worker, overtime is owed when you work:

• Over 8 hours in a day

• Over 40 hours in a week

• More than 6 days in a workweek

Pay rates:

• 1.5x for overtime

• 2x for hours worked over 12 per day or over 8 on the 7th consecutive day

Filing a Wage Claim: What You’ll Need

To strengthen your wage claim, gather the following:

• Pay stubs (including bounced or delayed checks)

• Time records (hours worked vs. hours paid)

• Employer documents (e.g., name, address, and agreed pay rate)

Huprich Law Firm P.C. can help you review this evidence and build a strong case.

Types of Damages You May Recover

Back Pay

For unpaid work, you’re entitled to the total hours worked times your hourly rate.

Overtime Penalties

If overtime wasn’t paid, employers may face:

• $100 for the first offense

• $200 for each additional offense

Private Attorney General (PAGA) Claims

You can act as a “private attorney general” and enforce California labor law even if you’ve signed an arbitration clause. Penalties are divided:

• 65% to the state

• 35% to you

This often works where class actions can’t.

Pain & Suffering

If wage theft caused emotional distress, you may be entitled to additional compensation beyond lost wages and penalties.

Contact Our Los Angeles Wage & Hour Violation Lawyers

You work hard. You deserve fair pay—no exceptions.

If your employer has refused to pay overtime, denied breaks, shorted your hours, or retaliated after you spoke up, contact Huprich Law Firm P.C. immediately.

Our firm also handles:

• Discrimination

• The Equal Pay Act

• Sexual Harassment

• Medical & Disability Leave

• Stock Disputes

• Wrongful Termination

• Whistleblower Protection

• Workplace Retaliation

Frequently Asked Questions (FAQs)

How Do I Choose the Right Wage & Hour Attorney?

• Ask for referrals

• Research experience and track record

• Read client testimonials

• Schedule a consultation to assess fit

Look for a dedicated employment law firm like Huprich Law Firm—not a generalist.

What Are the Signs of Wage Theft?

• Inaccurate overtime pay

• Under-minimum wage payments

• Delayed paychecks

• Illegal paycheck deductions
  If your checks feel “off,” they probably are. Let us take a look.

What’s the Minimum Wage in Los Angeles?

As of July 1, 2022, the minimum wage in LA is $16.04/hour. This may vary by industry (e.g., hotel, healthcare). Employers who violate these rates face serious penalties.

Why Don’t More People Report Wage Theft?

Fear of retaliation, job loss, or immigration consequences often keep people quiet. But California and federal law protect whistleblowers—and so do we. You’re not alone.

Call Us Today for a Free Consultation

If your employer has shortchanged you, don’t wait. Call Huprich Law Firm P.C. (909) 766-2226 for a free consultation. We work on a contingency basis—you don’t pay unless we win.

You work hard. You deserve every dollar.

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 California can advocate on your behalf.

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 California is ready to help you secure your rights.

Whether an employee is entitled to overtime pay and other benefits 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 California employment law, 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 California for legal advice.

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 California is here to protect your rights.

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 labor lawyer in California can help ensure you receive what you’re owed.

California is an “at-will” employment state, meaning either party can terminate the relationship for any lawful reason or no reason at all. Employers, however, cannot violate any laws related to discrimination, harassment, or retaliation in terminating the relationship. If you believe you were wrongfully terminated, contact our dedicated unemployment appeal lawyer in California to explore your options.

Our Pasadena employment lawyers proudly serve employees throughout Los Angeles County, including in Altadena, Sierra Madre, Glendale, LA Canada Flintridge, Burbank, Tujunga, Los Angeles, East Los Angeles, Highland Park, Montebello, San Marino, Alhambra, Rosemead, Monterey Park, El Monte, Monrovia, Baldwin Park, Azusa and nearby locations.

Our Ontario employment lawyers proudly serve employees in Chino, Claremont, La Verne, Montclair, Pomona, Rancho Cucamonga, San Dimas, Upland, Charter Oak, Covina, Fontana, Glendora and nearby locations.