Employment law for employers and employees, before and after the dispute.

The Fair Employment and Housing Act's discrimination rules generally apply to employers that regularly employ five or more people (Gov. Code § 12926(d)). Its harassment rules apply to employers with even one employee, and an individual harasser can be personally liable (Gov. Code § 12940(j)).

Generally three years from the discriminatory act to file a complaint with the California Civil Rights Department (Gov. Code § 12960(e)), with limited extensions, such as for delayed discovery or for minors. After the Department issues a right-to-sue notice, the employee generally has one year to file a lawsuit (Gov. Code § 12965(c)).

Generally three years for wages owed under the Labor Code, such as minimum wage and overtime (Code Civ. Proc. § 338(a)); two years for pay promised orally above the minimum; and four years under a written agreement (Code Civ. Proc. §§ 339, 337). A claim under the Unfair Competition Law can recover unpaid wages going back four years (Bus. & Prof. Code § 17208). Many wage penalties have shorter deadlines, some as short as one year.

Yes, especially the compensation, termination, confidentiality, and arbitration terms. Most non-compete clauses are void in California, wherever the agreement was signed (Bus. & Prof. Code §§ 16600, 16600.5), and courts have also refused to enforce clauses barring former employees from soliciting customers. Other terms, such as confidentiality obligations, arbitration agreements, and bonus or commission conditions, can still bind you. New limits on “stay-or-pay” clauses, which require an employee to repay training or other costs on leaving, apply to agreements made on or after January 1, 2027 (Lab. Code § 926).

Yes, in different matters. We never act on both sides of the same dispute, and we run a conflict check under the California Rules of Professional Conduct (rule 1.7) before taking any matter.