Employment Law

When you do your job, you have no reason to expect mistreatment. This simple truth is enshrined, protected in the state of California, even though we are an “at will employment” state. That means if you have been mistreated at work, you may be entitled to take legal action to hold your employer accountable for all of the harm they have caused.

California was the first state to issue stay at home orders. And, despite a number of states looking to reopen, our state is holding firm with these restrictions until public health officials deem it safe to do otherwise.

On January 8^st, 2020, Assembly Bill 5 (AB5) went into full effect. Serving to codify, clarify, and provide certain exemptions to the Dynamex Decision, AB5 makes it harder for companies like Uber, DoorDash, Lyft, and InstaCart to classify employees as independent contractors.

Both California and federal employment laws protect individuals who are over the age of 40 from workplace discrimination.

Kirtland & Packard attorney Heather Baker Dobbs has been recognized as an Outstanding Young Women Lawyer in the Top Lawyers issue of Los Angeles Magazine.

There are federal laws protecting workers from being fired based on several factors unrelated to job performance or ability. These include:

South Bay personal injury law firm, Kirtland & Packard, has been selected for the 2018 Best of El Segundo Award in the Legal Services category.

Redondo Beach personal injury attorney Michael Louis Kelly has again been awarded the Martindale-Hubbell® AV Preeminent™ Rating. An AV Preeminent rating is the highest distinction an attorney can achieve from Martindale-Hubbell, a global network of attorneys whose rating system is widely seen as one of the most telling in the legal industry.

Have you been illegally fired? California labor laws are among the most progressive in the country. That doesn’t mean all of our employers are. In fact, illegal terminations, biased hirings, and general mistreatment of certain employees are commonplace throughout our state. This doesn’t mean you have to accept it.

The question of whether a worker is classified as an independent contractor or an employee under the law has significant consequences in terms of the legal protections afforded to workers.