California Employment Litigation Attorneys

Employment Litigation Cases We Handle in Orange County and Across California

Daily Aljian LLP represents California employees across a wide spectrum of employment law disputes. Our workers’ rights attorneys use their knowledge, experience, and case history to help you pursue the maximum compensation available. Each case is unique, but our background allows us to handle a wide variety of cases and focus on your goals. From our Newport Beach office, we represent workers throughout Orange County, including Irvine and Newport Beach.

Class Actions

When an employer’s unlawful conduct injures a large group of workers, often through systemic wage theft, misclassification, or company-wide discrimination policies, a class action lawsuit can be the most powerful path to justice. Class actions amplify the voices of individual workers who might not have the resources to sue alone, and they force employers to confront the full scope of their illegal conduct. Daily Aljian LLP has the litigation infrastructure to manage complex multi-plaintiff employment class action claims throughout California.

Workplace Discrimination

Discrimination occurs whenever an employer treats an employee less favorably because of a protected characteristic such as:

• Race
• Sex
• Age
• Religion
• Disability
• National Origin
• Sexual Orientation

Discrimination in the workplace can take many forms, from being passed over for a promotion you earned to being subjected to a hostile work environment that makes it impossible to perform your job. California’s employment discrimination laws are among the most comprehensive in the country, and our attorneys know how to build a compelling case that holds discriminatory employers accountable.

Retaliation

Workplace retaliation occurs when an employer punishes an employee for engaging in a legally protected activity, like filing a discrimination complaint, requesting a reasonable accommodation, taking FMLA leave, or cooperating with an investigation. Retaliation can be subtle, including sudden negative performance reviews, shifts in schedule, or exclusion from meetings. It can also be overt, as in an abrupt termination. In either case, it is unlawful, and our retaliation attorneys are skilled at documenting the causal connection between protected conduct and adverse employment actions.

Workplace Sexual Assault

Sexual assault in the workplace is not only a crime, it is a serious civil matter that can give rise to significant legal liability for the perpetrator and, in many cases, for the employer who failed to prevent or address it. Like workplace sexual harassment, it is unlawful. Survivors of workplace sexual assault deserve compassionate, skilled legal representation that protects their dignity throughout the legal process while aggressively pursuing accountability. Our attorneys handle these sensitive matters with the discretion and tenacity they demand.

Wage & Hour Disputes

California has strict wage and hour laws that govern everything from minimum wage requirements to mandatory meal and rest breaks, final paycheck timelines, and the contents of itemized pay stubs. When employers cut corners on these obligations, whether by rounding down hours, misclassifying employees as exempt, or simply failing to pay what is owed, workers have the right to recover unpaid wages, penalties, and attorney’s fees. Our wage and hour attorneys pursue every dollar California law entitles you to.

Overtime & Off-the-Clock Wage Claims

California requires employers to pay overtime at one-and-a-half times the regular rate for hours worked beyond eight in a day or forty in a week, and double time in certain situations. Many employers also illegally require or allow employees to work off the clock. They may have employees working early before they clock in, work a little after their shift should be over, or working through designated meal breaks. These violations are often widespread within an organization and can be pursued individually or as part of a broader class action for maximum recovery. Daily Aljian’s wage claim lawyers are ready to help you explore your options.

Whistleblower Protections

California law protects employees who report illegal activity, regulatory violations, or public policy violations by their employers. Whistleblowers who face adverse consequences for coming forward, including demotion, pay cuts, harassment, or termination, have strong legal remedies available to them. Protections extend to reports made internally within a company as well as those made to government agencies. Our protection attorneys understand the courage it takes to speak out, and we stand ready to defend whistleblowers at every step.

Wrongful Termination Claims

Despite California’s at-will employment doctrine, numerous laws prevent employers from firing workers for unlawful reasons. You may have a wrongful termination claim if you were fired because of your race, gender, age, or another protected characteristic; because you reported misconduct or refused to participate in illegal activity; or because you took legally protected leave. Wrongful termination can result in recovery of lost wages, future earnings, emotional distress damages, and in egregious cases, punitive damages against the employer.

How to Start Your Employees’ Rights Case

Every successful employment claim begins with a single decision: to take action. Here is a straightforward overview of how a typical employment litigation matter unfolds when you partner with Daily Aljian LLP.

Step 1: Free Initial Consultation

Your case begins with a confidential, no-obligation consultation with one of our employment attorneys. You’ll share the details of your situation, and we will assess the strength of your potential claim, explain your legal options, and answer your questions honestly, with no pressure and no cost to you. You can reach us by phone, online, or in person at our Newport Beach office.

Step 2: Case Evaluation & Investigation

If we believe you have a viable claim, we will begin a thorough investigation. This includes gathering documentary evidence such as employment records, pay stubs, communications, and personnel files, as well as identifying and interviewing witnesses. In California, many employment claims require filing a complaint with an administrative agency, such as the Civil Rights Department (CRD) or the Department of Labor Standards Enforcement, before a lawsuit can be filed. Our attorneys will navigate this process efficiently on your behalf.

Step 3: Filing Your Claim

Once all pre-suit requirements have been satisfied, we will file your lawsuit in the appropriate court and formally initiate the legal process. We will notify your employer of the claim and begin the discovery process, during which both sides exchange relevant information and evidence. Our attorneys manage every filing, deadline, and legal procedure so that you can focus on your life and well-being.

Step 4: Negotiation & Settlement Discussions

Many employment cases resolve through settlement negotiations or mediation before reaching trial. Our attorneys are skilled negotiators who will fight for a resolution that fairly compensates you for your losses, including back pay, emotional distress, and other damages. We will never pressure you to accept an offer that undervalues your case. If a fair settlement cannot be reached, we are fully prepared to take your case to court.

Step 5: Trial, if Necessary

If your case proceeds to trial, you can be confident that Daily Aljian LLP will be fully prepared to advocate for you before a judge and jury. Our litigation experience in California courts means we understand how to present complex employment claims clearly and persuasively. We prepare every case as if it will go to trial,  because that preparation is what often drives the strongest possible outcomes, inside and outside the courtroom.

What Daily Aljian Has to Offer You in Your Employment Litigation Case

Choosing the right employment litigation attorney is one of the most consequential decisions you will make in your case. At Daily Aljian LLP, we believe employees deserve more than a case file and a settlement check. You deserve an advocate who treats your situation with the seriousness it merits.

We offer:

• Employee-Side Representation: We represent workers. Our interests are aligned with yours, and our courtroom experience is built from fighting for employees like you.
• Contingency Fee Representation: You pay nothing unless we win your case. There are no hourly fees, no retainers, and no surprise invoices. Our fee comes from the compensation we recover for you.
• Personalized Attention: We are not a high-volume firm that processes claims at arm’s length. When you work with Daily Aljian, you receive attentive counsel from attorneys who know your case and your story.
• Maximum Compensation Pursued: We pursue every form of recovery available under California law, including back pay, front pay, emotional distress damages, statutory penalties, and punitive damages where applicable.
• Trial-Ready From Day One: We build every case as though it will go before a jury. This preparation sends a clear message to opposing counsel and drives better results in and out of the courtroom.

What Do You Need to Start Your Claim with Us?

To make the most of your free consultation with Daily Aljian LLP, it helps to gather as much of the following as you can before your meeting. Don’t worry if you don’t have everything, our attorneys will guide you through what is needed as your case develops.

Before your consultation, try to gather as much of the following as you can. Do not stress if you do not have everything. Our attorneys will help you figure out what else is needed once we connect.

• Your employment paperwork. This includes things like your offer letter, your employment contract, and any employee handbook or workplace policy documents you were given.
• Your pay records. Bring recent pay stubs, W-2 forms, or anything else that shows what you were paid and when.
  Any messages or communications related to your situation. Emails, texts, voicemails, or internal memos that show what happened at work can be very valuable to your case.
• Performance reviews and disciplinary documents. If you received any write-ups, warnings, negative reviews, or a termination letter, bring those along.
  A written account of what happened. In your own words, write down what occurred, when it happened, and who was involved. The more detail the better, even if it feels minor.
• Names and contact information for any witnesses. If a coworker or anyone else saw what happened, let us know.
  Any complaints you already filed. If you reported the issue to HR, or filed a complaint with a government agency like the EEOC, bring any documentation of that.
• Records of any money you lost. Medical bills, job applications you sent out after losing your job, or anything else showing the financial impact of what happened.
• Any paperwork your employer asked you to sign. This includes separation agreements, severance offers, or non-disclosure agreements. Do not sign anything before speaking with us.

FAQs About Employment Litigation Law

How do I know if I have a valid employment litigation claim?

If you have experienced adverse treatment at work, such as termination, demotion, pay discrepancies, harassment, or retaliation, and you believe it was connected to a protected characteristic or protected activity, you may have a viable claim. The best way to find out is to speak with an employment litigation attorney. Daily Aljian LLP offers free consultations so you can get an honest assessment of your situation with no obligation.

How much does it cost to hire an employment litigation attorney?

At Daily Aljian LLP, we represent employment plaintiffs on a contingency fee basis. There are no upfront costs, no retainer fees, and no hourly billing. Our attorneys’ fees are paid from the compensation we recover for you, if we don’t win your case, you owe us nothing.

How long do I have to file an employment claim in California?

Deadlines vary depending on the type of claim. For discrimination and harassment claims under the California Civil Rights Department (CRD) process, you typically have three years from the date of the unlawful act to file an administrative complaint. Wage and hour claims generally have a three-year statute of limitations for statutory violations and may extend to four years under California’s Unfair Competition Law. Consult an attorney as soon as possible after the incident.

What compensation can I recover in an employment lawsuit?

Depending on the type and severity of your claim, you may be entitled to recover back pay for lost wages, front pay for future lost earnings, compensation for emotional distress, statutory penalties under California labor law, reimbursement of out-of-pocket losses, and in cases of particularly egregious employer misconduct, punitive damages. Attorney’s fees may also be recoverable in certain employment cases.

Do I need to quit my job before filing a claim?

No. You do not need to leave your job to pursue an employment claim. Continuing to work while a claim is pending is common. In fact, an employer who retaliates against you for filing a complaint may be creating an additional legal claim on your behalf.

What is the difference between a single-plaintiff and class action case?

A single-plaintiff case is brought by one individual on their own behalf. A class action is brought by one or more plaintiffs representing a larger group of workers who suffered similar harm at the hands of the same employer. Class actions can be powerful tools to force systemic change and may yield larger collective recoveries.

My employer asked me to sign a severance agreement. Should I sign it?

You should consult an attorney before signing any severance agreement. These agreements often include waivers of your right to sue your employer for discrimination, wrongful termination, or wage claims. An employment attorney can review the agreement, advise you on what rights you may be giving up, and in many cases negotiate better terms before you sign anything.

Can my employer retaliate against me for consulting an attorney?

Consulting an attorney about your employment rights is itself a protected activity under California law. Any adverse action taken by your employer in response to you seeking legal counsel, or in response to filing a complaint, may constitute illegal retaliation, creating an entirely separate legal claim.

Does it matter that I signed an arbitration agreement with my employer?

Many employers require employees to sign arbitration agreements that purport to waive their right to a jury trial. California has placed significant limitations on the enforceability of mandatory arbitration agreements in employment cases. Even if you signed such an agreement, you may still have the ability to pursue your claim in court. An employment litigation attorney can review your agreement and advise you on your options.

What if the harassment or discrimination was subtle or hard to prove?

Many strong employment cases involve conduct that was never documented in an obvious way. Subtle discrimination, such as being consistently overlooked for assignments, receiving unexplained negative reviews, or being excluded from key meetings, can still form the basis of a valid claim when viewed as a pattern over time. Our attorneys are experienced in building cases from circumstantial evidence, comparative data, witness accounts, and internal communications.