My clients are not highly-paid executives — they are hard-working California employees, just like you. Below is a sample of the recoveries I've won for them. Every case is different, and prior results never guarantee a similar outcome, but these show what it looks like to hold an employer accountable.
Due to confidentiality, identifying details are omitted and some amounts are shown as ranges. Prior results do not guarantee a similar outcome — each case is unique.
Recoveries
A worker was physically attacked by his boss, who shouted homophobic comments while berating him. Discrimination plus battery.
Hurt at work on defective employer equipment and needed time to recover. The employer blamed him and used it as a bogus excuse to fire him.
A Spanish-speaking employee was paid less than minimum wage and mocked about her disability. The employer paid.
A caregiver had a workplace injury and needed accommodations. A former employee corroborated that she'd done nothing wrong.
A low-wage employee was harassed for being gay until he was forced to quit. We showed the employer buried his hotline complaint.
An employee was forced to quit after the employer refused to accommodate him.
A supervisor's constant disparaging remarks about women wore the client down until she was forced to quit.
Recoveries
The client complained about unpaid overtime and unreimbursed expenses and was pushed out. The employer paid.
Fired soon after reporting a safety issue. A former employee stepped up to show the termination reasons were fabricated.
The client complained about a safety issue and refused unsafe work; the employer called it "job abandonment."
A medical employee working 12-hour shifts was no longer offered work after complaining about unpaid overtime.
She reported that the employer was submitting false information to a government agency. When she wouldn't stay quiet, she was fired.
An employee at a small card room complained about overtime violations and was fired on bogus grounds.
Recoveries
Fired for "tardiness" that was really doctor's appointments and morning sickness. We exposed the double standard.
Fired soon after returning from leave for a workplace injury, on allegedly serious violations never raised before.
Fired for asking for a single day off to rest during her pregnancy. The employer claimed she resigned — and still paid.
Terminated on an obviously bogus reason. The client cleared it up the same day, but the employer refused to reverse course.
A pregnant worker needed light duty; instead the employer forced her onto leave and eventually fired her.
She needed time off for back issues. The employer pretended to accommodate, then never let her return.
Recoveries
An employee was paid the wrong wage rate for years. The employer forked it over.
Employees misclassified as exempt, paid a flat salary with no overtime or breaks. This recovery covered more than one worker.
Commissioned employees weren't separately paid for 10-minute breaks, and their overtime was miscalculated.
Two long-term employees were deprived of overtime and meal and rest periods — plus attorneys' fees and costs.
Told to cap the hours he reported, the employee was forced out when he could no longer absorb the off-the-clock work.
The client worked long shifts without overtime for more than four years.
A series of misclassification recoveries for salaried employees denied overtime and breaks.
Overtime violations are rampant in security. Two clients recovered despite the employer pleading poverty each time.
The client didn't get all of his meal and rest periods, so the employer had to pay.
Recoveries
Sexually assaulted by her supervisor with no witnesses. We exposed his lies in deposition.
Multiple women reported unwanted touching by the same supervisor. When coworkers backed the employer, brave women stepped up.
After she ended a relationship with her supervisor, she was moved to a dead-end role with no path forward — textbook quid pro quo.
Merciless teasing at work; when he complained, the employer invented a threat allegation. We exposed the inconsistencies.
A restaurant employee faced daily comments from a customer and was fired within a week of complaining.
Recoveries
An office worker was "laid off" — until a key witness helped show the real motive was her age.
Decades with the same employer, until a new boss decided she "needed to slow down" and fired her.
VPs in their late 50s and 60s were told all VPs were let go — but we found the youngest VP was kept on.
After years of service and accolades at a non-profit, the client was suddenly cast as a "terrible" employee who had to go.
An older worker was treated differently than younger counterparts and repeatedly asked about retirement.
Two separate cases where an organization replaced older managers with younger counterparts.
A California appellate decision holding that a religious school could not automatically claim exemption from age-discrimination law.
Prior results do not guarantee a similar outcome. Each case is unique, and identifying details are omitted for confidentiality.
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