We’ve helped nearly 1000 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.

Discrimination Cases

  • 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 tried to cover up its actions and claimed 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.


  • Our client worked as a personal assistant for a high-profile Hollywood star. The star, who was getting drunk with her friends one night, insulted our client, grabbed her arm in an embarrassing and offensive manner, and called her insulting names.  Our client quit shortly thereafter since she was humiliated by this treatment.


  • A employee who worked over 20 years for his company was terminated shortly after a young supervisor took over his department. One of the first interactions between them was the supervisor asking our 50-something year old client when he was going to retire!  Smells like age discrimination when this same young supervisor fired our client for some silly reason and said, “We are moving in a different direction.”


  • 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 an 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.


  • An African American branch manager for Brinks was told to fire another African American 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.


  • Our client worked in the car repair industry.  He was told by younger supervisors that he was not “in tune” with computer applications and had a hard time “adjusting to technology.”  We considered those phrases to be euphemisms for age discrimination.  Our client was involved in a bad financial transaction for the company where the company lost a lot of money.  The company used that as a justification  for terminating this long-term employee’s job, replacing him with a worker half his age.  We felt that this was only a pretext to conceal their age discrimination.


  • A 6-month employee working as a security officer, earning $9.50 per hour, was 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”.  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 compensations 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 had made some pretty serious payroll errors, which could have reasonably resulted 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 our client’s termination was due to her 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 who 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.


  • An auto accessory installation expert was fired after many years of employment due to a purported “error” in an installation job (even though he had been doing the same installations for over 15 years). We alleged that they terminated our client due to his age.  Especially when we showed that younger employees made the same errors and did not get terminated.  Our client found comparable employment within a few months of his termination.


  • Our client worked at a car dealership and his manager made nasty comments about our client’s ethnicity.  Our client complained to HR, and HR did what they do best: absolutely nothing to protect the employee.  Our client was retaliated against by his manager and fired shortly thereafter based on a bogus claim of making “fraudulent sales.”  The only thing fraudulent was the reason for termination!


  • The Plaintiff worked at a prominent restaurant and was made fun of by kitchen staff due to his lifestyle.  Our client complained, and HR did pretty much nothing except look the other way.  After more humiliating treatment, our client quit his job and decided to sue the facility for their failure to prevent harassment.


  • An African American man worked as a watch commander at a security company and 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 client worked for a financial institution and was a member of a minority and protected class of people.  His manager expressed dislike towards our client’s protected class and treated him poorly.  Our client tried to get help from HR, but the HR peeps were weak and ineffective.  Our client felt like he had no other choice than to quit….and we got him paid for quitting!


  • Our client, a recent immigrant from the Middle East, worked for a non-profit organization.  He was subjected to comments about his background and made complaints of the discrimination.  Moreover, our client sustained a serious injury on the job.  The company fired him, claiming that his injury prevented him from doing the job, even with accommodation.


  • An African American employee, earning $11 per hour, 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.


  • An experienced employee in marketing for the hotel industry had a new, young supervisor take over.  The new supervisor said they wanted a “younger” sales team and started hassling our client by jacking up the amounts of sales he needed to make on a weekly basis.  Our client couldn’t meet those new expectations and was fired for falling short.  We uncovered evidence that our client was the only employee affected by this new sales schedule; the young salespeople’s numbers were not raised.


  • An employee of a nursing home was 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.


  • 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 to 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 tenacious pursuit, our case was victorious 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.


  • Our client worked for a car dealership and her boss made jokes about her age.  She was fired for taking care of personal matters on the clock, but there were plenty of other younger employees who did the same thing and were not fired.  Smells like disparate treatment due to age discrimination!


  • This case involved an employee of a medical transportation company who was injured on the job and who was not paid properly for overtime or given meal and rest breaks.  After an injury, he was left without any real job duties and his position was finally “eliminated.”


  • A 10-year employee who was an expert in engineering roads was part of a layoff, leaving only much younger employees in his department, which made us suspect age discrimination.  He was only out of work for 9 weeks!


  • Health care worker who was over 60 years old was doing a great job…until a young supervisor stepped into a position of authority and said all kinds of stupid things on our client’s performance evaluation like that our client was a “seasoned employee” and had problems “adapting” to “young mentalities.”  We saw those all as euphemisms for age discrimination.  When our client was fired for some silly reason a couple of months later, we knew the real reason.



  • 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, was 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 cell phone 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 suspected patient neglect, so she registered 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.  She 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.


  • Our client left a job with false promises of a lucrative opportunity with a company that wanted to expand.  However, hiring our client was just part of a scheme to attract investors.  The real job was not as it was promised and our client was let go, only being unemployed for 19 weeks before securing a better job.


  • 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.


  • The plaintiff worked for 10 weeks at a travel agency.  She complained about not getting paid proper overtime and was fired shortly thereafter.  She was out of work for only about 3 months.  We got her paid the overtime owed and then some!


  • Our client worked in a medical facility and complained about an unsafe working environment.  The boss didn’t like the complaints and decided to respond quickly – TERMINATION!  Well, we performed a little “open-wallet surgery” on the company and made them pay for the damage they inflicted.



  • 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.


  • Our client went on protected pregnancy leave and came back to work.  However, she was reassigned to a location 2 hours away from her original worksite – and with a new baby at home!  Yikes!  The jury came back with a punishing result that taught this company never to violate the Pregnancy Disability Laws again.


  • Ms. Client worked for a retail store and learned she was pregnant.  Great news!  But not to her boss.  When she showed her supervisor her first ultrasound, she was told to “keep your pregnancy quiet; the boss doesn’t like pregnant employees!”  Well, that actually came to fruition after the boss learned about the pregnancy and quickly fired our client for “tardies.”  But guess what…other employees were just as tardy and not fired.  Oops!


  • Our client worked in the service industry and was pregnant…and her supervisor didn’t like that one bit.  The supervisor made fun of our client’s weight gain during pregnancy (what?!). When our client complained to HR, HR set up a “cage match” and pitted our client to confront the supervisor.  It got really ugly and our client was terminated for “workplace violence.”  After the settlement, our client was last seen in Vegas at the Wynn Hotel!


  • 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.


  • There’s no business like show business!  Our client worked for a production company and went on pregnancy leave.  When she came back, there was no job to come back to; the company “eliminated the position.”  What a coincidence!  Luckily our client found a job shortly thereafter and we got her some cash to ease the pain of child-rearing.


  • 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 earning $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.



  • 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 subpoena 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.


  • 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.


  • 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 enduring 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 installed furniture as part of a government contract for three years.  However, he was not paid prevailing wages for the work he was doing.  This was a single party wage and hour case and was an exceptional result.


  • 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 was a shipping clerk who was paid a salary and no overtime.  However, the job duties clearly showed that this employee should have been paid overtime and should have been given meal and rest breaks – which did not happen.  This was a single party only seeking unpaid overtime, failure to give breaks and related penalties.


  • Our client worked in retail sales and was paid a salary.  We contended that he was entitled to overtime and meal and rest breaks.  This was a single party wage and hour case with no wrongful termination alleged.


  • 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 food preparer in the food industry was put on salary (big mistake) and worked oodles of overtime and was never paid for all that time.  We sued them and their big defense was they “have no money.”  But that poor little company had multiple lawyers show up at every single court hearing and deposition. Not just one lawyer; multiple lawyers!  Boo hoo…alms for the poor?


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