We’ve helped over 700 California employees in their cases against their former employers. In almost every termination case, the pattern is the same. The company unlawfully fires an employee. Once they get sued, the company comes up with some lie to justify the termination. When it comes to this phase of litigation, a lot of lawyers get cold feet and try to settle the case since they don’t have the tools or the skills to uncover the truth.

But that’s when our lawyers turn up the heat. With our team of technologically sophisticated investigators and lawyers, we find that key piece of evidence that will blow the company’s story out of the water. And then we make the company pay for it.

Here are some of our recent office victories.* And remember, these clients are not all highly-paid corporate executives; they are hard-working California employees just like you. We believe in our clients, we diligently prosecute every case and we are blessed with terrific results.

Of course, your case is individual and the results obtained in the past do not necessarily reflect what we can do for you.


  • Our client worked in a hospital and sustained a work injury on the job while she was moving a patient. As a result of this work injury, the employee required accommodations to do her job. Instead of accommodating the employee, she was fired. Then, the company tries to cover up its actions and claim the employee “quit.” We found an out-of-state, former employee of the hospital who wanted to come clean and tell what really happened.



  • A CNA earned $11/hour and complained that she was being subjected to racial discrimination. Shortly thereafter, she was fired. The employer alleged that the firing was due to “insubordination” but we dug deep and discovered that it was all a fraudulent cover-up.


  • A temp agency worker for a high tech company was on the job for only six days (you read that correctly.) She complained to upper management that she felt like she was being discriminated against by her manager. On the day of her complaint, her “assignment ended.” We sued them for retaliation.


  • Our client was a IT specialist in his 50s when the hospital he worked for laid him and 10 other employees off. The interesting thing was that the two lay-offs in his department were of the two oldest people. We alleged age discrimination and the company denied those charges.


  • A black branch manager for Brinks was told to fire another black manager and “get more white managers in the district.” Our client refused. As a result, he was given a final warning. After three months of false paper trails, Brinks fired our client. We alleged termination due to refusal to engage in illegal discrimination. The Federal jury agreed and gave us everything we asked for.


  • A 6-month employee working as a security officer, earning $9.50 per hour, is fired in retaliation for his complaints about racial discrimination. The company tried to convince the jury that our client was terminated for “missing a mandatory meeting.” It was undisputed that our client missed that meeting. However, we found the former employee who witnessed our client getting permission to miss that meeting. Our client sustained only about $3,000 in lost wages.


  • Our client was a television producer who was accused of not performing required duties under his employment contract. The company tried to terminate him “for cause” and we filed a lawsuit alleging that the termination should be “not for cause” based on technicalities in the contract, which would result in our client being given various compensation upon termination.


  • Our client worked for a retail chain for several decades as a store manager. His regional director made comments to our client about how he wanted younger workers in the store and asked our client “when are you going to retire” several times. When our client made some admitted payroll blunders, the regional director used this as an opportunity to fire our client and get his “younger worker” to run the store. This was a tough case since our client admitted that he made some pretty serious payroll errors, which could result in his termination.


  • A construction worker complained about racist comments by his supervisor. The employee was terminated shortly after his complaints of discrimination. The company denied that our client ever made the complaint of discrimination.


  • An administrator from a nursing home decided to terminate based on sexual orientation. Although the company alleged that poor performance was the reasoning, we found ex-employees who said just the opposite.


  • Our machinist client sustained a workplace injury and, instead of accommodating him, the company placed him in tortuous workplace conditions hoping for him to quit. After he weathered the storm and did not quit, he was selected for layoff. Our client had under $7000 in lost wages


  • Our client, the vice president of marketing, suffered a disability at work and, two years later, she was replaced by a younger person. We contended that her termination was due to our client’s age and disability. The company said that the termination was a result of declining sales. We investigated the sales in that industry and showed that despite an industry decline, our client still managed to maintain a respectable level of sales. The trial court dismissed our case for lack of evidence. We appealed and the Court of Appeal reversed the trial court and got us the day in court we deserved.


  • Our client was a social worker earned $10.50 per hour. This employee was being harassed by her supervisor and our client felt that the harassment stemmed from the supervisor’s prejudice. Our client complained to the HR hotline about this and was fired about two weeks after the complaint. We alleged that the termination was in retaliation for the complaint of discrimination and the company alleged that our client was “insubordinate.” We proved that the “insubordination” theory was bogus and that the termination was more likely motivated by the discrimination complaint. Our client worked for this company for about four months.


  • An African American employee earning about $10 per hour was the subject of discriminatory comments by his supervisor. He complained about it and was fired about a week later for some bogus reason. Our client had under $4,000 in lost wages.


  • A 60+ year old machinist was fired from his job for his faulty repair job on a certain machine (which our client was actually guilty of). Our client claimed that his supervisor made derogatory comments about his age. The supervisor denied the comments. After deposing a dozen other employees, we could not corroborate our client’s claims…until we found one former employee.


  • An African American male worked as a watch commander at a security company earned $11 per hour. After working for only two months at the company, he complained to his boss that a white co-worker called another African American employee a “gorilla.” He was fired the next week and sustained only about $6,000 in actual lost wages until finding another job. The company lied and tried to say that the employee “quit.” We found an ex-employee (that the company tried to hide from us) who told us the whole story. And the jury was convinced.


  • Our 60-something year old client assembled furniture for his employer and got 9 write-ups for performance-based deficiencies. One day, when confronted by his supervisor about his performance, he told his supervisor what he thought of him and was fired for “insubordination.” This was a rough case to handle since third parties heard our client let loose on his supervisor. Nevertheless, we scraped together barely enough evidence to prove age discrimination.


  • An $11 per hour African American employee was terminated by a racist supervisor. That racist gave some phony reason why he terminated our client but we showed it to be a cover-up for the discriminatory firing. After only a few months of unemployment, our client got another job. Nevertheless, we made the company pay for standing behind the racist supervisor.


  • Our client was an employee of a a firm and was overlooked for certain marketing positions. Our client overheard comments about her being “too old” for the positions and she complained to HR. She was fired shortly after her complaints.


  • A 61-year old event planner for a catering company was discharged and she felt that her age was a factor in her termination. Our office wrote a simple letter inviting the company to settle with our client before we hit them with a lawsuit. This wasn’t a huge settlement, but the best part about this case was the our client got paid within 90 days of signing up with us.


  • An employee of a nursing home was being told by his co-worker that people of his ethnicity are “lazy and unfaithful.” Our client complained to his manager about this conduct and nothing was done. Our client had to endure these racist comments for nearly 4 months.


  • A community worker for a non-profit corporation had a neurological disability that he did not disclose in his interview. When the company found out about this disability, they fired him. The employee was only working at the company for about three months before he was fired.


  • An office worker overheard racist comments about a co-worker. She complained about these comments to her supervisors and was terminated shortly thereafter, claiming that she was fired for “poor performance and destruction of company property.”


  • Our client worked as a health care facility manager for about one year and was a fine employee. A new regional manager took over the facility and made prejudicial remarks about our client. Our client was terminated a few weeks after this new manager came aboard. The new manager came up with a long laundry list of performance issues to justify the termination but we had substantial evidence to demonstrate that the performance problems were drummed up just to terminate our client.


  • An office clerk was “laid off” by email when her employer said her position had be eliminated and re-assigned to another person in China. We suspected age discrimination when our 55 year old client’s job duties were now being done by a 30-year old. Through a series of miracles, our case was resolved and we got paid even though the company was going through a bankruptcy!


  • The Plaintiff worked for a private hospital and was terminated after several comments were made by co-workers about his age. The problem was that the person who terminated our client did not make any age-related comments. However, we were able to demonstrate that these co-workers influenced the termination of our client based on age-discrimination.


  • The Plaintiff was a manager of a major retailer. He was terminated after a district manager was overheard saying that he wanted to hire younger managers. Even though our client admittedly had documented performance issues and the company had a valid reason for termination, we still managed to have enough evidence to show that the termination had a slight flavor of age-discrimination.


  • A public employee was fired after he complained about racial discrimination by his supervisor. Although our client was on probation and the public entity gave seven reasons for a performance-related termination, we showed that those reasons were all bogus.


  • A retail store manager heard comments about replacing the older workers and replacing them with younger, ex-military. Our client, unfortunately, was caught falsifying his jury duty leave. When he was terminated, we argued that his termination was partially motivated by management’s desire to replace older employees.


  • Our client quit her job after being pressured to join the owner’s cult. Our client signed an arbitration agreement and we filed a lawsuit nevertheless. The company tried to force our client to pursue her claims through arbitration and we argued that the arbitration agreement was unconscionable. We won that issue, prosecuted the case in court and achieved a fine result for our client.



  • A salesman was owed certain bonuses and commissions from his employer but was not paid what was promised. He complained in writing and, coincidentally, his “position was eliminated” due to cut backs.


  • A 6-month employee working as a security officer, earning $9.50 per hour, is fired in retaliation for his complaints about racial discrimination. The company tried to convince the jury that our client was terminated for “missing a mandatory meeting.” It was undisputed that our client missed that meeting. However, we found the former employee who witnessed our client getting permission to miss that meeting. Our client sustained only about $3,000 in lost wages.


  • Our client worked lots of overtime and missed lots of meal breaks. The company tried to remedy this by forging his time records to show that he actually took meal breaks (which was false). When he complained about this unlawful practice, he was fired. We filed a lawsuit and a few weeks later, the case was resolved.


  • A supervisor at a Northern California hospital witnessed an employee committing sexual harassment against other employees. Management didn’t really do anything to stop him. Our client lodged a formal complaint and was retaliated against for her complaints protecting her co-workers. She worked at the facility for 1.5 years.


  • A temp agency worker for a high tech company was on the job for only six days (you read that correctly.) She complained to upper management that she felt like she was being discriminated against by her manager. On the day of her complaint, her “assignment ended.” We sued them for retaliation.


  • Our client worked for a dental clinic and made a complaint to the DFEH about discrimination and harassment. Our client’s boss found out about the complaint and fired her shortly thereafter. The timing of the termination was gorgeous and painted a clear picture of retaliation.


  • Our cellphone marketing client complained to his employer that the company may be violating an obscure federal regulation and was laid off with eight others about four months later. We demonstrated that due to his seniority and performance, he should not have been part of the layoff and contended that his complaint played a motivating roll in his selection for layoff. Layoff to payoff!


  • Our Jewish client was an HR Specialist and complained that her supervisor made discriminatory remarks towards Jewish people. Once the supervisor caught wind of the complaint, she retaliated against our client and made our client’s work-place life miserable, causing our client to go on stress leave.


  • A nursing home employee suspects patient neglect so she registers a complaint with the corporate compliance line. She was fired one week later for allegedly tampering with her personnel file. Although it was undisputed that she tampered with the file, we still proved that the motivating factor behind her termination was her complaint of patient neglect. After her termination, our client was only out of work for about one month before finding a better job.


  • Our client was a customer service employee was asked to perform fraudulent business practices to artificially inflate profits. Our client complained about this and would not do it. She was fired within a few weeks for “time-card irregularities,” which we proved was a total lie.


  • A male machinist earned $1,900 per month working for an automotive supply company. He complained to his boss about workplace safety violations. Instead of fixing the problems, the company terminated the complainer. The company tried to claim that the employee was fired for being responsible for injuring another employee of the job. We proved that the employee was not at fault for the injury and that the company was using this as an excuse to fire the complaining worker.


  • A young woman worked at a day-care facility and earned $10.00 per hour. She felt that one of the other employees was too rough with a child and she went to the county to complain of child abuse. No findings of abuse were made by the county agency when the investigation was concluded. However, the employee was nevertheless fired shortly thereafter. The employee got another job relatively soon and sustained only about $5,000 in lost wages.


  • Even though our client was not a victim of the sexual harassment herself, she complained about the sexual harassment of another employee. Our client had a bitter history of customer complaints but we were nevertheless successful in obtaining a settlement a couple of months into litigation.


  • Our notary employee was asked to notarize a document without the signer being present. This was a violation of law, so our client refused to do it. The company then sent her a letter “accepting” her resignation, which never happened. We contended that this was a wrongful termination in violation of public policy, but the company insisted that our client quit in a closed-door meeting with the president. Our client was employed by the firm for only about 4 months.


  • A part-time clerk making minimum wage complained to the health department that she saw a mouse running through the food stand at work. The health department came and cited the employer. She only had about $8,000 in lost wages. We uncovered cell-phone text messages that showed that the company knew it was our client who complained to the health department.



  • One of San Diego’s top trial lawyers represented a real estate management company who fired our client simply because she requested her legally permitted pregnancy leave. The company lied and said they fired her for “performance.” The jury opened up a can of justice against the company and, in under two hours, delivered a stinging verdict (even more than we asked for) and voted 12-0 that the company should be liable for punitive damages.


  • Our client made $12/hour as a shipping clerk and took a few months off for maternity leave. While she was on leave, she was replaced and lost her job. The company came up with some phony story about our client quitting.


  • A part-time, minimum wage waitress at a nation-wide restaurant chain was fired when she needed a few days off for pregnancy related medical issues. The company said they fired her for missing a “mandatory meeting.” Missing that meeting was the best thing that ever happened to her at work.


  • A young salesman was diagnosed with cancer and needed some time off for treatment. His employer refused to modify his schedule; they just fired him. The employer even went so far as to deny knowing about our client’s cancer even though we proved they received a medical letter from an oncologist’s office.


  • A research assistant worked for a lab and earned $18 per hour. When she became pregnant, she was late sometimes due to morning sickness. Her supervisor, instead of having sympathy for our client, wrote her up and fired her for attendance issues.


  • A low-wage, part-time office clerk was fired once her pregnancy accommodations limited her ability to do the full scope of her job. We sued the employer for failure to accommodate her pregnancy.


  • A CNA earned $8 per hour became pregnant and received a lift restriction of 15 pounds. When she submitted her work restriction to the nursing home owner, the owner told the CNA that she couldn’t use a CNA with such a work restriction. The owner told the CNA to “go to the state for help” and fired her. When we sued the nursing home, their story changed. The owners lied and said that they never fired this CNA. Under intense cross examination, one of the owners slipped up and admitted at trial that the CNA was fired because of the work restriction.


  • A clerical employee of a real estate management firm had pregnancy-related medical complications and missed work. The company told her that “your situation is not working for us” and she was terminated. The company then went out of business, had no assets and threatened bankruptcy. Through a series of miracles, we managed to wrangle a fair settlement and got paid in full!


  • A computer technician was on leave to care for a family member’s health issues. When he came back from his family medical leave, his position was magically “eliminated” and he was “laid off.” We sued them for failure to provide family medical leave.


  • A sales manager of a food distribution company needed some time off for an illness. When he asked his boss for the time off, he was terminated. We sued the company and the company claimed that the employee was terminated due to his refusal to perform his job duties. However, when we spoke to an ex-employee who worked with our client, he confirmed that our client was a dedicated and good worker.


  • A construction worker was employed by a contractor for about six months before he injured himself and required surgery. When the employee returned from his recovery, he needed accommodation to do his job. The firm refused to accommodate the employee since they claimed that the employee’s limitations made the employee a potential risk of future injury The employee was then laid off as the company allegedly “downsized.”


  • Our client was a low-level employee and worked for an out-of-state company in California. She became pregnant and was terminated. The company closed their California office but that didn’t stop us. We sued the owner individually and continued to prosecute the case until we were paid in full.



  • An office administrator earned $9/hour and worked for a firm for under two years. She experiencing harassment from a co-worker. When she complained about the harassment, she was fired within days. The company tried to allege that our client was fired due to “insubordination.” We took depositions of all of the witnesses of the alleged “insubordination” and we found out that the company’s story just didn’t hold up.


  • Our client was a personal assistant to a Hollywood celebrity and was propositioned to have an extra-marital relationship. Being married herself, she refused. Our client was retaliated against and was finally forced to quit the studio she loved.


  • Our client is a young woman who worked for a community outreach facility for 5 months and earned $13 per hour. She was pressured by her boss to have an intimate relationship. Her boss, a married man, denied ever making any such propositions. We issued a subpena to the cell phone carrier, got the smoking gun texts and cooked his goose.


  • An executive at a brokerage house took pictures of his subordinate female employees without their consent. Our client was one of his candid-camera victims and she lodged a complaint of sexual harassment while continuing to work for the firm. Our case resolved within weeks after we filed our lawsuit.


  • A stock clerk was sexually harassed by his cross-dressing supervisor. He worked there for 26 days and made minimum wage. He had only $5,200 in lost wages before finding a better job.


  • A young woman worked at a retail store, earning $2,000 per month. She was propositioned by her manager. Frustrated, she complained to human resources. After the manger found out that the employee complained about him, he made her life miserable and she was forced to quit. The company tried to say that no harassment ever took place but we found other employees who were propositioned by the same manager.


  • A customer sales representative who made $13 per hour was being sexually harassed. She got fired within weeks after she complained about the harassment.


  • A female temporary employee worked for a utility company for four months and earned $15 per hour. She was propositioned by her co-worker (who was a two-time felon). She complained of the harassment and was fired after she complained. The employer claimed that the employee was fired for “poor performance.” We uncovered some buried computer records that showed that the employee’s performance remained acceptable and consistent until her termination.


  • A young woman worked at a real estate office and was propositioned by her boss. She started a romantic relationship with her boss and when she wanted it to end, she was terminated. The company tried to allege that the employee was “laid off.” After thoroughly investigating this claim, we proved that there was no such layoff.


  • A supervisory medical employee found out about a co-worker’s sexual harassment of other employees. Our client attempted to have this employee fired for his repeated harassment. Instead, the company fired our client for complaining about him.


  • A male employee of a nation-wide investment firm was very uncomfortable with his female supervisor asking him out for social events (to which we could find no witnesses). Our client had a history of problems at his office with not meeting his goals but felt that he was being singled out by this supervisor in retaliation for not going out with her. Eventually, he was terminated for threatening a customer of the investment firm but we felt it was motivated by his refusal to go out with this boss.


  • An office manager worked for a cleaning facility and complained of sexual harassment when her boss made off-color remarks to her. She was fired several months later for “performance issues.” We filed a lawsuit and our client got paid about 90 days after we filed the lawsuit.


  • We represented a marketer for a real estate company. She was given unwanted shoulder massages and was asked very personal questions by the owner. She complained to her supervisor and was terminated shortly thereafter. The company was tiny and had no insurance.


  • Our client was sexually harassed by her superior and was asked to “show more leg” and “wear pretty dresses” around the office. She refused to “show more leg” and was terminated after she complained about this sexual harassment. Unfortunately, after our client was fired, our client allegedly hacked into her employer’s email accounts, resulting in her being sued by the employer. We still got her paid.


  • A young lady was regularly asked out by her lecherous supervisor despite repeated rejections. Some guys don’t get a hint. Anyway, he had the boss force our client to resign. The boss crumbled under intense questioning and sunk his own case.


  • Our client earned $9.00 per hour and worked for a facility for 3 months. Yup, 3 months. She was propositioned by her senior-citizen supervisor and she refused. But that didn’t stop him; he tried to tempt her by texting her a very intimate X-rated selfie that he took of himself. When she was asked in her deposition, “what did you say when he texted you this picture?” our client replied, “there wasn’t nuthin’ to talk about.” Our client got a terrific, well-paying job shortly after she left this facility and had negligible emotional distress.



  • A group of service technicians worked long hours and were not given rest breaks or lunch breaks. Many of them decided to sue instead of endure these oppressive working conditions.


  • Workers installing office communication devices were forced to work oppressive hours and were not getting paid overtime. A group of the workers were fed up with this practice which made the company richer. As such, they decided to take their employer to court and seek unpaid overtime, interest, penalties and all of their attorneys’ fees.


  • Our client worked extensive overtime and was mis-classified as an exempt employee. The company tried to claim that our client was not entitled to overtime but we proved differently.


  • A respiratory therapist worked oppressive 12-hour shifts and was regularly denied the ability to take meal breaks. There was also a small unpaid overtime claim.


  • Our client was called an “assistant manager” at a retail chain to avoid paying her overtime. We disregarded the phony title given to her and investigated her actual job duties. Since the majority of her job duties were clerical and non-managerial, she was entitled to overtime pay.


  • A nurse worked for 1.5 years at a health facility and had documented patient complaints. The company had a policy prohibiting overtime without prior approval but our client worked overtime without prior approval. She was fired after she complained about not getting paid for her unauthorized overtime.


  • Our client worked for a hospital and wasn’t paid for overtime worked. The company claimed to have an “alternative workweek schedule” which forced certain employees to work over 8 hours per day without paying them overtime. We saw some problems with the way that the company filed their paperwork with the State which enabled us to get her all the money she worked for.


  • A salesman was mis-classified as being “exempt” from earning overtime. The company paid the employee a salary of about $2000 per month and required a few hour of overtime per day (without paying him for this overtime). Although we had no records to corroborate our client’s claim, we found a witness who backed up our client’s version of the facts.


  • Our client, a prince from Cameroon, worked for a medical facility in Northern California for 15 months and worked some overtime and missed a lot of meal breaks. We got him compensated for the breaks he missed. And then some.


  • A “project manager” supervised a crew of workers but also did a lot of manual labor as part of his job. The company tried claiming that our client was exempt since he supervised employees, but we showed that more than half of his duties were spent doing manual labor.



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