Labor Law PC

Focus and the people it represents

The firm's work centers on the employee side of workplace disputes. Its clients are workers who bring claims against employers, and its practice is built around that group. The home page states that the firm represents employees throughout California.

In my opinion, that clarity helps a prospective client before the first phone call. Someone who has just lost a job, or who is weighing a severance offer, can tell at a glance whether the firm handles their side of the matter. The site answers that question in plain terms.

Employee-side representation also shapes how the firm frames a case. The client is the person who felt the harm at work, and the facts come from that person's account and records. That is a clear starting point for anyone comparing options in this field.

The claims it handles

The listed matters cover most of the ground an employee case can occupy. They include wrongful termination, workplace discrimination, sexual harassment, and retaliation. The site also lists wage and hour claims, severance agreements, pregnancy rights, disability and leave rights, and cancer discrimination in employment.

Discrimination and harassment

A discrimination claim turns on a protected characteristic and a job decision connected to it. In California, workers have both state and federal options, and the state statute reaches more employers than its federal counterpart. A harassment claim looks at conduct on the job and whether it changed the terms of the work. The firm lists sexual harassment and pregnancy rights among these matters.

Retaliation and whistleblower claims

A retaliation claim asks a direct question: did the worker do something protected, and did the employer punish them for it. Protected acts include reporting harassment, filing a complaint, or taking leave the law allows. These cases often turn on timing and on what managers put in writing. The firm handles retaliation as one of its named areas.

Wrongful termination

Most California jobs are at-will, which lets either side end the relationship for many reasons. The law carves out exceptions, and a wrongful termination claim lives inside those exceptions. A firing tied to a protected trait, to a complaint about pay, or to a request for medical leave can cross the line. The firm lists wrongful termination as a core matter, and several of its other areas feed into it.

Wage and hour

Wage and hour matters cover unpaid overtime, missed meal and rest breaks, and misclassification. California rules here run long, and small daily shortfalls can add up across months of work. Many of these claims move forward for a group of employees at once. The firm lists wage and hour work alongside its individual claims.

Severance review

Severance review happens before anyone files a lawsuit. A worker brings in the offer, and the lawyer reads the release, the deadlines, and the tradeoffs it contains. A signature usually gives up the right to sue, so the review weighs what the worker gives up and what they receive in return. The firm lists severance agreements as one of its matters.

Leave, disability, and pregnancy

These matters share one duty: the obligation to accommodate. When a worker needs time off or an adjustment for a medical condition, pregnancy, or disability, the law asks the employer to engage in an interactive process. Disputes arise when that process breaks down or leave is denied. The firm names disability and leave rights, along with pregnancy rights, among its practice areas.

How these cases usually move

Employment disputes tend to follow a familiar path, whatever the specific claim. Many discrimination and harassment cases start with a filing at a state civil rights agency, which issues a right-to-sue notice before a lawsuit can begin. The specific agency and deadlines depend on the claim and on whether state or federal law applies. After that, the two sides exchange documents and take sworn testimony, and most matters reach a settlement talk before any trial date.

The firm names two of these steps directly. A deposition is sworn, out-of-court testimony, and it is often the moment a case firms up or weakens. A mediation is a guided settlement talk with a neutral third party, and it resolves many claims before trial. The firm can hold both remotely, so a worker can take part without a long drive on a workday.

The single-focus model

A firm that takes only employee cases tends to build its whole routine around that choice. Intake screens for the same kinds of claims, and the lawyers meet the same employer tactics again and again. As a reviewer, I read that repetition as the practical value of a plaintiff-side employment practice, because pattern recognition counts for a lot in these disputes.

The scope of the listed matters supports that reading. Cancer discrimination in employment, for instance, is a narrow subject that combines disability law, leave law, and medical privacy. Naming it that precisely signals real familiarity with the subject. A firm that treats it as a distinct matter has thought about how those threads meet in one worker's case.

Where cases are handled

The firm lists two offices, one in Santa Monica and one in Palo Alto. It represents employees throughout California, so its reach is statewide.

Remote options widen that reach, since meetings and hearings can happen wherever the worker is. The firm handles employment matters for employees, and it does so across California from its Santa Monica and Palo Alto offices.

Consultation and payment terms

The site states that consultations are available at no charge. In my view, this gives a prospective client a practical way to make initial contact before deciding whether to retain the firm. It also puts a clear price on that first step: the consultation itself does not require payment.

The firm's payment statement is equally direct. Fees and advanced costs become due only if money is recovered. That wording covers both the firm's compensation and the costs it advances during a matter. For a worker reviewing the listing, the main point is that the obligation depends on a financial recovery. The statement describes the payment arrangement without promising that a claim will succeed or stating what any recovery might be.

The firm also says that it donates a portion of its fees to charity. This is a distinct part of its stated business practice rather than a description of its legal services. As a reviewer, I find it useful when a directory listing preserves that kind of concrete detail because it tells the reader something about what the firm does with part of the compensation it receives.

Office and contact details

The Santa Monica office is at 100 Wilshire Blvd, Suite 700. The firm also lists an office at 228 Hamilton Ave in Palo Alto. The street addresses give prospective clients a more precise picture of the firm's physical presence than city names alone. The Santa Monica address places the reviewed listing on Wilshire Boulevard, while the Palo Alto address identifies a second location in Northern California.

Two telephone numbers appear in the record: (877) 775-2267 and (650) 880-1150. These contact details sit alongside the office information and the offer of a no-charge consultation. Taken together, they provide a straightforward entry point for someone who wants to ask whether the firm will consider an employment matter and learn about the stated payment terms.