Best Labor Relations Attorney Torrance Near Me

4worldlovers: Why Do You Need an Employment Lawyer in Torrance and Redondo Beach, CA?


As an employee, you have a wealth of rights in terms of your wages and the way you are treated while working. Know your rights by having a qualified employment lawyer on your side during a dispute. Whether you are experiencing unsatisfactory conditions in the workplace, have been wrongly terminated or you have an unpaid wages dispute, the team at Employee Law Group will ensure that your case is fought with the utmost determination.

When you need to make a wage claim or have a dispute with your employer, you have every right to fight your case alone. However, for the highest chance of success, having an employment attorney working for you provides you with the highest chances of success. Your attorney from Employee Law Group is highly trained in all aspects of employment law, ensuring that you maximize any payout owed to you to gain the most favorable outcomes.


If you live in Redondo Beach, Torrance, Santa Monica, Inglewood, Los Angeles or nearby areas and are looking for an employment attorney to help with your situation then schedule a consultation with our team.

Many employees don't know that their employer owes them wages. Others don't even know that they've been exploited. Talk to us. We'll help you get what you deserve.


Wage disputes can be a massive cause of stress, and trying to get the money you are owed is a frustrating and time consuming task. Your unpaid wages lawyer at Employee Law Group offers exceptionally efficient service when it comes to filing and fighting your dispute. Get what you are owed easily and without worry no matter how difficult your employer is being. If you are experiencing harassment in the workplace, we also offer sexual harassment attorney services that will assist you in fighting against the aggressor while protecting your rights.

4worldlovers: Our passion for this practice area and dedication to our clients allow us to deliver an unmatchable experience. We have a strong sense of social responsibility and are committed to protecting and seeking enforcement of the rights of the California worker.

"I've learned that people will forget what you said, people will forget what you did, but people will never forget how you made them feel." - Maya Angelou

Briana M. Kim is the principal owner of Wage Recovery Queen & Korean Lawyer Friend. Ms. Kim focuses her practice on labor and employment litigation, representing employees against employers in individual and class claims for workplace discrimination and wrongful termination, as well as wage and hour disputes. Ms. Kim has experience prosecuting cases in claims for workplace harassment, discrimination, retaliation, denial of protected leaves of absence (such as medical condition, disability, FMLA, CFRA, pregnancy), overtime pay, wages, commissions, tips, rest breaks, and meal periods.


Before opening her own practice, Ms. Kim worked at Jose Garay, APLC, a boutique class action litigation firm situated in "Tech Row" in Irvine, California, where she specialized in litigating class action wage and hour disputes. While there, Ms. Kim frequently worked with employees from Silicon Valley who had communicated concerns regarding layoffs and inadequate severance packages, and retaliation for asserting complaints about being misclassified and not being properly compensated for overtime work. Ms. Kim has also worked at the Law Offices of Joseph M. Lovretovich in Woodland Hills, California, where she performed 100% employment litigation on behalf of aggrieved employees. Ms. Kim represented and advised employees in claims including discrimination, harassment, retaliation, wrongful discharge, wage-and-hour disputes, defamation, whistle-blowing, and unfair competition in both state and federal court.


During law school, she worked as a legal intern at Neighborhood Legal Services ("NLS") in El Monte, California. She worked on various employment issues, including Labor Code violations, wrongful discharge, and wage and hour claims. To date, she volunteers every other Wednesday at NLS' free legal clinic in El Monte. Additionally, Ms. Kim worked as a law clerk in the Hearings Unit of the Equal Employment Opportunity Commission ("EEOC"), where she handled multiple phases of an EEOC proceeding.

Ms. Kim received her J.D. from Loyola Law School in 2007 in Los Angeles. She received her B.A., with honors, in Human Development from the University of California, San Diego in 2003. Ms. Kim is fluent in English and Korean. She is conversational in French. Ms. Kim is admitted to practice in both state and federal court in California. She is also admitted to practice in Illinois.

This term generally refers to a situation where a person has been fired when he/she should not have been. In California, employment is considered "at will", which means that an employer can fire someone for any reason or no reason, so long as the termination is not based on illegal reasons (i.e. one's race, or because one refuses to engage in illegal activity and is fired as a result).

The Family Medical Leave Act ("FMLA") allows leave for a period of up to 12 weeks for employees who have worked for their employer for at least 12 months, and have worked for at least 1,250 hours over the previous 12 months at a location where at least 50 employees are employed by the employer within 75 miles. Leave is permitted for the following:

Your own "serious health condition" which keeps you from doing your job;

To care for a sick child, spouse, or parent with a serious health condition;

To care for a newborn child, newly adopted child, or foster child.

Like the FMLA, the California Family Rights Act ("CFRA") allows employees to take up to 12 weeks of leave. However, unlike FMLA leave, a CFRA leave of up to 12 workweeks may be requested (at the end of a PDL leave) if the child has been born by this date. There is no requirement that the employee or child have a serious health condition.

Employees that oppose unlawful conduct often fall victim to retaliation by an employer. The same laws that protect employees from discrimination (Title VII under federal law and FEHA under California law) also protect them from retaliation.