Employment Law Firm San Diego

Dedicated to Helping Employees Obtain Justice and Fair Compensation

Providing Superior Legal Services for Employees

Employment Law Firm San Diego represents clients who have experienced harassment, discrimination, retaliation, and wrongful termination from their employers. If you’re an employee who has become a victim of any of these situations in San Diego, CA, turn to our professional team to help you seek justice from these unfair and abusive practices.

Mission Statement

We are dedicated to helping those who have been treated unlawfully by their employer recover full and fair compensation.

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About Us

We know what it is like to be at the mercy of a powerful and exploitative employer. No employee who has loyally labored for the employer deserves to be taken advantage of. This is why our firm is committed to helping you assert your right to be rewarded with just compensation.

As your advocates, we stand by your side as you undergo the legal proceedings to answer your questions and file the correct documents. You can rely on our attorneys in speaking to other parties on your behalf and giving you advice for your better understanding of the situation.

Frequently Asked Questions

Here is a list of frequently asked questions regarding our legal services. Feel free to send us an e-mail for more information.

Question: What should I do if I feel that I am being discriminated against or harassed at work?

Answer: The first step in a situation where you feel that you may be experiencing unlawful harassment or discrimination is to document the occurrence; first, with your employer and then, if necessary, with an administrative complaint filed to the California Department of Fair Employment and Housing (DFEH) or Equal Employment Opportunity Commission (EEOC). It is also advisable to contact an experienced employment attorney and find out what steps can be taken to strategically address the situation. Sometimes, before permanent adverse employment events such as terminations, it is possible to be proactive and to take steps in protecting the employee's interests and using the system to the employee's advantage. This is said with the understanding that the typical prerogative of Human Resources is to protect the company and not necessarily to assist the individual employee. In fact, helping the individual employee is rarely an item on the Human Resources Agenda. However, if one knows how employers and Human Resources operate, it is possible to use these systems and processes to the employee's advantage. At the early stage of a potential case, it is hugely important to document what is occurring and to inform the employer to allow him or her to take effective resolution steps. Failure to take action even after a reported instance of harassment or discrimination can result in an imputed liability.

Question: What happens if I was fired, and I think that it was an unlawful termination?

Answer: The first step would be to contact an attorney who specializes in employment law. The next step is to assist him or her in obtaining a complete factual chronology of all the events surrounding the employment and its termination. The names, dates, and details are critically important. These pieces of information will enable the attorney to determine which potential claims are viable. In the event of actionable discrimination or harassment and other claims otherwise falling under the California Fair Employment and Housing Act (FEHA) Gov't. Code §12900 et seq, filing a complaint and obtaining a Right to Sue letter are jurisdictional prerequisites to file a civil lawsuit and to seek recovery for any claims involved in this act.

Question: How much will it cost to pursue a claim for recovery?

Answer: We will represent on a contingent fee basis and cover costs of litigation out of the recovery. This requires us to be intelligent in screening cases and to determine those whose liability is strong and those whose claims for damages are fact-supported. The contingent fee structure followed by this law practice entails a graduated fee structure based on the time of the case resolution: pre-litigation, litigation before trial, jury trial.

Question: What are the chances that the claim or dispute can be resolved at the pre-litigation stage?

Answer: Pre-litigation dispute resolution is always explored but still depends on the facts and the disposition of the employer. Many employment cases require some litigation before they can be resolved. Often, this entails filing suit and conducting some discovery before the parties assess the value of the underlying claims and, if possible, agree on a settlement that both sides believe is reasonable.

Question: Will I have to go to court?

Answer: You are not likely to go to court because most cases are resolved before trial. Statistics show that 95–98% of civil cases settle out at this stage. It is possible that an opposing counsel will depose you, but a deposition is merely a part of the discovery and not of trial or going to court. A deposition typically occurs in a law firm or court reporter's office with an attorney asking the deponent questions under oath and the questions and answers noted by a certified shorthand reporter known colloquially as a court reporter.

Question: How long will it take to get paid from my case?

Answer: The time depends on the nature of the case, the employer, the opposing counsel, and the current litigation requirements of the law practice. Some cases can be resolved quickly at the pre-litigation stage. Other cases require more time for investigation. Once the litigation begins, the case may take three to nine months wherein the parties conduct discovery, with typically ongoing settlement talks. From the time that the complaints and summons are filed against the defendants, it usually takes 12 to 18 months to get a trial date. The case is likely to be settled during this pre-trial period.

Question: What is my case’s worth?

Answer: There is no hard and fast answer to this as the value of the case depends on many things. These include the nature of the underlying claims, the facts that support liability, the availability of evidence, the employer's misconduct and its perception by a jury, the identity of the employer, the damages on the employee, the employer's attitude toward a settlement, and many more. We can provide information based on jury verdicts from comparable cases, and this can be a way to assess the potential worth of the case.

Get Started

If you are interested in our legal services, do not hesitate to contact us through email. We look forward to hearing from you!