Glendale Employment Law Attorneys

Workers in Glendale are protected by the California Fair Employment and Housing Act (FEHA), which prohibits discrimination and harassment based on race, gender, age, disability, sexual orientation, and other protected categories. Additional protections include the California Labor Code covering wages, hours, and working conditions, and federal laws like Title VII, the ADA, and the FLSA. California generally provides broader protections than federal law.

You can file a complaint with the California Civil Rights Department (CRD, formerly DFEH) or the federal Equal Employment Opportunity Commission (EEOC). There are strict deadlines — generally three years for CRD complaints and 300 days for EEOC charges. An experienced Glendale employment attorney can help you determine the best agency and ensure your claim is filed correctly and on time.

Yes. While California is an at-will employment state, employers cannot fire you for illegal reasons such as discrimination, retaliation for reporting safety violations or harassment, whistleblowing, taking protected leave (FMLA/CFRA), or exercising your legal rights. If you were wrongfully terminated in Glendale, you may be entitled to lost wages, emotional distress damages, and possibly punitive damages.

Document every incident with dates, times, witnesses, and details. Report the harassment to your employer's HR department or supervisor in writing. If the employer fails to address it, contact an employment attorney immediately. California law requires employers to take prompt action to prevent and correct harassment. You have the right to file a complaint with the CRD and pursue legal action.

Most employment cases are handled on a contingency fee basis, meaning you pay nothing upfront and no attorney fees unless we win your case. This includes wrongful termination, discrimination, harassment, and wage and hour claims. We offer free initial consultations to evaluate your Glendale employment law matter.

Deadlines vary by claim type. For discrimination and harassment claims under FEHA, you must file with the CRD within three years of the unlawful act. Wage claims generally have a three- or four-year statute of limitations depending on the violation. Wrongful termination claims typically must be filed within two years. Because these deadlines are strict, contact a Glendale employment attorney as soon as possible to protect your rights.