In wrongful termination cases, an employer unlawfully fires an employee, and comes up with a bogus reason to cover up discrimination or retaliation. It's at this moment you need a strong lawyer with the experience, resources, and skills to uncover the truth that the employer's alleged termination reason is really just a cover up for some illegal purpose.
Here are just some of our victories. And remember, these clients are not all highly-paid corporate executives; they are hard-working California employees just like you. We believe in our clients, we diligently prosecute every case and we are blessed with terrific results. Of course, your case is individual and the results obtained in the past do not necessarily reflect what we can do for you.
We’ve helped numerous employees fight back against the illegal conduct of former employers. Please take a look below at a SMALL sample of some past results. Due to confidentiality concerns, identifying details are ommited:
-A low wage employee was mercilessly teased by his supervisor and coworkers and called horrible names just because he was gay. When they wouldn't stop, my client was forced to quit. The supervisors and employees lied and said nothing happened, but we found the employer failed to produce my client's complaint to their anonymous employee hotline. The employer ended up paying $220,000.
-My client was physically attacked by his boss, who also showed his true colors by shouting homophobic comments while berating my client. Sexual orientation discrimination + physical battery = $700,000.
-A caregiver experienced a workplace injury and needed some disability accommodations. The employer made up a reason to fire her, but we found a former employee that corroborated our client had done nothing wrong. The employer paid $250,000.
-My client hurt himself while at work while using defective employer equipment and needed some time off to recover. The employer blamed it on him and used it as a bogus excuse to fire him. The case resolved for $325,000.
-An employee was forced to quit because the employer refused to accommodate him. The employer paid $199,000.
-The boss would constantly make disparaging remarks about women in the workplace. After a while, our client could not take it anymore and was forced to quit. The employer ended up paying $115,000.
-A Spanish speaking employee was paid less than minimum wage and teased about her disability. She was essentially treated as a slave. The employer paid over $260,000.
-My client complained about lack of overtime and lack of reimbursement for expenses. The employer paid between $760,000-$780,000.
-My client complained to his supervisor about a safety issue and was fired shortly thereafter for bogus reasons. A former employee stepped up to show the employer's termination reasons were fabricated and the case resolved for roughly $450,000.
-An employee of a small card room complained about overtime violations and was fired. The employer made up bogus reasons for termination, but this small company ended up paying $150,000.
-My client bravely complained to her supervisor that her employer was submitting incorrect information to a government agency, resulting in a denial of benefits to other employees. When she wouldn't keep quiet trying to stand up for the rights of others, she was fired in retaliation for her complaints. The total settlement was over $160,000.
-A medical employee working 12 hour shifts was no longer offered work after complaining about lack of overtime. The case resolved for $180,000.
-My client complained about a safety issue and refused to work, but the employer called it job abandonment. A settlement of over $250,000 will likely encourage the employer to respect future safety complaints.
-A woman was making a little above minimum wage and got fired for asking for ONE DAY off to rest due to her pregnancy. The employer alleged that my client resigned, but they ended up paying her $500,000!
-My client needed to come in a little later to work to accommodate her doctor's appointments and morning sickness. She was allegedly fired for, among other bogus reasons, being tardy too often. After we exposed that my client was treated different with respect to her alleged tardies, the case settled for over $600,000.
-A client with serious health issues was terminated for an obviously bogus reason. The client cleared up the allegedly misunderstanding that same day, but the employer refused to reverse the termination, showing it was really because they were tired of accommodating the employee. They paid $500,000.
-My client had been on a long leave recovering from a workplace injury. Shortly after he returned, he was fired for allegedly serious violations, but there was no evidence these safety concerns were ever raised with the plaintiff. The case resolved for almost $535,000.
-An employee was having back issues and needed some time off. The employer pretended to accommodate, but never let the employee return. The case resolved between $250,000-$300,000.
-A pregnant worker at a major corporation needed some some light duty work, but the employer put her out on leave instead and eventually fired her. The case resolved for over $260,000.
-Two long term employees were deprived of overtime and meal and rest periods. The employer ended up paying over $200,000 of damages, attorneys' fees, and costs.
-An employee was paid the wrong wage rate for years. The employer forked over $320,000.
-Sometimes, employees are mis-classified as exempt, paid a flat salary, and do not get overtime or meal and rest periods. A sampling of past recoveries include: $115,000, $78,000, $150,000, $300,000 (this case involved more than one employee), $165,000, $180,000, $100,000, and over $169,000.
-My client did not get all of his meal and rest periods, so his employer had to pay $65,000.
-Commissioned employees were not separately paid for their 10-minute breaks and the employer did not calculate their overtime correctly. The case settled for $240,000.
-My client worked long shifts without overtime for over four years and received $100,000.
-The employer told the employee the maximum number of hours the employee could report, and when the employee couldn't take the off-the-clock work any longer, he was forced out. The employer paid $140,000.
Overtime violations are rampant in the security industry. Even though the employers claim to be poor each time, one client's case resolved for $75,000 and the other for $70,000.
-My client was sexually assaulted by her supervisor. There were no witnesses, but we exposed the supervisors lies during deposition. The case resolved for $1,500,000.
-When my client ended her relationship with her supervisor, she was moved to a dead-end position with no opportunity for advancement. This was text book Quid-Pro-Quo harassment. The case settled for $500,000.
-A restaurant employee was subjected to daily comments about her appearance and sexual innuendos from a customer. When she complained, she was fired within a week for alleged insubordination. This small employer still had to pay a settlement in the high 5-figures.
-My client's co-workers teased him mercilessly about sleeping with his estranged wife. After my client tried to complain, the employer made up a fake allegation that my client threatened someone. The case settled for $125,000 after we exposed inconsistencies in the employer's termination reasons.
Multiple women complained about unwanted physical touching by the same supervisor. Current employees at the company all backed up the employer, but we found brave women to step up and expose the harasser, generating a $750,000 settlement.
-Supposedly all VPs were being let go from a certain company. My clients were in their late 50s and early 60s, respectively, who were replaced by younger subordinates. When we discovered the youngest VP was not fired, the employer paid almost $235,000 PER client!
-My client had spent decades with her employer, but the new boss thought she needed to slow down and fired her. The employer forked over $325,000.
-An office worker was allegedly laid off due to her age, but a key witness helped show the real motivation was age discrimination. The case resolved for almost $400,000.
-An older worker was treated differently than her younger counter-parts and asked about retirement. The case settled for over $150,000.
-An organization replaced older managers with younger counterparts. Two separate cases resolved for between $100,000-200,000 EACH.
-Published decision holding religious school could not establish it was exempt from age discrimination as a matter of law: https://law.justia.com/cases/california/court-of-appeal/2023/b314220.html (Atkins v. St. Cecilia Catholic School).
-After years of service to a non-profit, including many accollades, the employer expected us to believe the employee was suddenly a terrible employee who needed to be fired. The case resolved for $165,000.
Email: DEN@DENLaborLaw.com
Phone: (424) 298 - 2575 OR (424) 298 - 2578 (English & Spanish)
Address: 3580 Wilshire Blvd, Suite 1260
Los Angeles, California 90010