Best Employment Attorney Chula Vista Near Me

4worldlovers: Jimenez Loayza, APC fights for workers who have been victimized by employers’ wrongful acts towards them, including wrongful termination, discrimination, harassment, wage theft, and retaliation. Our employment lawyers fight to protect the rights of employees throughout Central and Southern California. When you choose Jimenez Loayza, APC, you will work with a caring employment lawyer from start to finish. An experienced San Diego employment lawyer can answer your questions, explain your legal rights, and help you navigate the process ahead. Contact us today for help with your employment law matters.

Our skilled employment attorneys help protect California employee rights by representing them in cases involving:

Age Discrimination – Workers aged 40 and older have the right not to be discriminated against because of their age, including in decisions regarding recruitment, hiring, termination, or promotion.

Disability Discrimination – Federal and state laws protect applicants and employees from discrimination because of their actual or perceived disability, medical condition, or genetic information. Employees also have the right to request reasonable accommodations and have their employer engage in an interactive process with them in determining which accommodations are reasonable for the situation.

Meal and Break Violations – California state law requires that when an employee works for a work period of more than five hours, a meal period must be provided no later than the end of the employee’s fifth hour of work. In other words, no later than the start of the employee’s sixth hour of work. When an employee works for a period of more than 10 hours, a second meal period must be provided no later than the end of the employee’s tenth hour of work. In other words, no later than the start of the employee’s eleventh hour of work. Employees must be relieved of all duties for no less than thirty minutes. In addition, employers must permit a net 10-minute paid rest period for every four hours worked or major fraction thereof. Insofar as is practicable, the rest period should be in the middle of the work period.

Minimum Wage and Overtime Violations – California employers must pay employees the state-mandated minimum wage and overtime pay for any hours they work beyond a typical workday. They may owe them double pay in some circumstances. Employers can be required to pay these funds and damages to affected workers.

Pregnancy Discrimination – California workers have the right to be free from discrimination based on their pregnancy, to take paid pregnancy leave, and to have reasonable accommodations during their pregnancy.

Racial Discrimination – Employers cannot base employment decisions on a person’s race, color, national origin, or ancestry.

Sexual Harassment – Employees have the right to work in an environment free of harassment. Employers can be held strictly liable for sexual harassment that a supervisor commits. They can also be held liable for sexual harassment committed by other people in the workplace if they knew about or should have known about the harassment and failed to take proper and timely corrective action.

Unpaid Wages – Not paying employees minimum wage or for overtime work, misclassifying workers, and forcing employees to work off the clock are just a few ways employers commit wage theft.

Whistleblower Retaliation – California and federal laws prohibit employers from retaliating against whistleblowers who report illegal actions, waste or misappropriation of government funds, health and safety concerns, or violation of employment laws.

Wrongful Termination – California employees might have been wrongfully terminated if they were fired due to discrimination on the basis of a protected status or trait, or if they were fired due to reporting unlawful working conditions or actions.

California employees who have had their rights violated may have a number of potential legal remedies available to them. Depending on the type of violation and the circumstances, legal remedies in employment law matters may include: