Termination Papers

Do I have to sign termination papers?

SANFORD A. KASSEL, A Professional Law Corporation | Signing Termination Papers

Before You Sign Termination Papers, Contact Employment Attorneys SANFORD A. KASSEL, A Professional Law Corporation; San Bernardino, California

NO, YOU DO NOT!  In fact, one should never sign anything without closely reviewing the language contained in any document. By signing termination papers (exit interview documents), you are likely waiving and giving up any potential wrongful termination claim. When you sign termination papers, you are agreeing with the reason given for your termination.

For example, if you sign termination papers stating you are being dismissed for showing up late to work, you are acknowledging that you agree by signing these papers; even if you believe you are being wrongfully terminated and unfairly singled out because of your race, sexual-orientation, gender, religious beliefs, or for being a whistle-blower.

Withholding A Final Paycheck

Many employers threaten to not provide the final paycheck unless the employee signs the exit interview/termination papers/release. This is unlawful!

It is illegal for an employer to withhold pay if you don’t sign termination papers, release, or exit interview.


“An employer shall not require the execution of a release of a claim or right on account of wages due, or to become due, or made as an advance on wages to be earned, unless payment of those wages has been made. A release required or executed in violation of the provisions of this section shall be null and void as between the employer and the employee. Violation of this section by the employer is a misdemeanor.” [Lab.C. § 206.5(a); see Woods v. Fox Broadcasting Sub., Inc. (2005) 129 CA4th 344, 357, 28 CR3d 463, 474].

“In case of a dispute over wages, the employer shall pay, without condition … all wages, or parts thereof, conceded by him to be due, leaving to the employee all remedies he might otherwise be entitled to as to any balance claimed.” [Lab.C. § 206(a).

Also, California Labor Code Section 201 (a) is worth noting:

“If an employer discharges an employee, the wages earned and unpaid at the time of discharge are due and payable immediately.”


Know Your Legal Rights–Before You Sign

If a company provides you a release, you have to evaluate if you want what your employer is offering more than what they want you to give up.

For example, if it’s a layoff and you feel like you were chosen for any illegal reason (such as race, gender, pregnancy status, etc), then signing a release saying, “I won’t sue you!” could be a big deal. Even if you are not sure whether or not you are being terminated for an illegal reason, you should seek the advice of a reputable employment attorney.

Before signing anything given at the time of termination, you should seek the advice from a knowledgeable employment lawyer who specializes in wrongful termination and unpaid wages.

Contact the Local Employment Law Experts

At the San Bernardino Employment law office of SANFORD A. KASSEL, A Professional Law Corporation we pride ourselves in our 35+ years of experience fighting for employees. To learn more about, and protect, your legal rights, call 909-884-6451.

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Unpaid Overtime

California Overtime Pay Laws | How To Recognize Unpaid Overtime

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Does your employer owe you for unpaid overtime?

California labor laws address unpaid overtime, by requiring all employers to pay overtime, whether authorized or not. In California, the general overtime provisions are that a “nonexempt” employee 18 years of age or older, or any minor employee 16 or 17 years of age who is not required by law to attend school and is not otherwise prohibited by law from engaging in the subject work, shall not be employed more than eight hours in any workday or more than 40 hours in any workweek unless he or she receives one and one-half times his or her regular rate of pay for all hours worked over eight hours in any workday and over 40 hours in the workweek. Eight hours of labor constitutes a day’s work, and employment beyond eight hours in any workday or more than six days in any workweek is permissible provided the employee is compensated for the overtime at not less than:

  • One and one-half times the employee’s regular rate of pay for all hours worked in excess of eight hours up to and including 12 hours in any workday, and for the first eight hours worked on the seventh consecutive day of work in a workweek; and
  • Double the employee’s regular rate of pay for all hours worked in excess of 12 hours in any workday and for all hours worked in excess of eight on the seventh consecutive day of work in a workweek.

There are, however, a number of “exemptions” from the overtime law. An “exemption” means that the overtime law does not apply to a particular classification of employees. There are also a number of “exceptions” to the general overtime law stated above. An “exception” means that overtime is paid to a certain classification of employees on a basis that differs from that stated above.

Employees are entitled to receive overtime pay after working any hours above the maximum the law affords (usually more than 40 hours per week or over eight hours per day under California law).

A “salaried employee” must meet the test for exempt status, as defined by Federal and State Laws. Under California labor law, only “salaried employees” who fall under the “white-collar” overtime exemptions category, are excused from receiving overtime premiums. The purpose of these rules is to identify employees who execute professional, creative, design, and managerial tasks from those who are craftspeople, technicians, and others with partial real supervisory responsibilities.

 

Employers’ Attempts To Avoid Paying Overtime Wages

Many times, employers attempt to avoid paying overtime wages by intentionally misclassifying salaried employees as “exempt” from overtime pay. As stated in California’s Labor Laws, generally all “nonexempt” employees are entitled to premium pay for overtime hours. This time either amounts to: 1) time and a half for hours worked between 8 and 12 per day or 40 hours per week and for the first eight hours worked on the seventh consecutive day of work in a workweek; or 2) double time for hours exceeding 12 hour per day and for all hours worked in excess of eight on the seventh consecutive day of work in a workweek.

 

Employee Classification Laws In California

Inside sales representatives, loan consultants, IT professionals pharmaceutical sales representatives, and others work long overtime hours but are often misclassified as salaried employees and not provided premium overtime pay.  Misclassified workers are entitled to four (4) years restitution of back pay (unpaid overtime), under California law.

Before an employer can avoid paying overtime, they must first establish that workers fall under one of the following exemptions:

Executive Exemption: An executive exempt from receiving California overtime wages are those employees responsible for managing the business. This responsibility includes directing at least two employee’s workload and having the authority to hire or fire other employees or recommend hiring and firing. An executive exempt from overtime payments must regularly exercise decisions independently and predominantly engages in these duties during a workday. Lastly, an executive’s salary must not be less than two times the minimum wage (currently $9 per hour in California). Learn more about Executive Exemption

Administrative Exemption: An employee classified as administrative and exempt from receiving overtime wages is one who performs office or non-manual labor work directly connected to management policies or general business operations. These duties and responsibilities can also include work performed in the administration of a school system. An exempt administrative employee also customarily exercises discretion and independent judgment and regularly assists an executive, or performs only under general supervision. Lastly, the salary must not be less than twice the minimum wage to be classified as an exempt administrative employee. Learn more about Administrative Exemption.

Professional Exemption: An employee classified as a professional and exempt from overtime wages are those licensed and certified by the state in one of the acknowledged professions: law, medicine, dentistry, optometry, architecture, engineering, teaching, or accounting. A professional is one who primarily engages in a learned or artistic profession, independently exercises discretion and judgment, and receives a salary no less than twice the minimum wage; however, pharmacists and registered nurses are not exempt professional employees and entitled to receive overtime wage, unless they separately meet the rules for exempted executive or administrative employees. Learn more about Professional Exemption.

Inside Sales Exemption: If commissions account for less than half of a sales person’s paycheck, that person may be entitled to overtime compensation. In other words, if more than half of that employee’s compensation represents commissions, overtime can be recovered. In order to classify “commissions” as wages, an employee must principally be involved in sales activities (not manufacturing or providing a service); and the employee’s compensation must be a percentage of the product or service price sold.

Outside Sales Exemption: California law dictates that an employee classified as an outside salesperson is exempt from receiving overtime as that person “customarily and regularly works more than half their working hours away from the employer’s place of business, selling tangible or intangible items or obtaining orders or contracts for products, services or use of facilities.” Cal. Code Regs., tit. 8, § 11070, subd. 2(J). This classification is determined by how the employee actually devotes his or her time and if the employee’s practice deviates from the employer’s realistic expectations.

Computer Professional Exemption: Except as provided below in paragraph 5, under California labor laws, any employee in the computer software field who is paid on an hourly basis shall be exempt under the professional exemption, if all of the following apply:

  1. The employee is primarily engaged in work that is intellectual or creative and requires the exercise of discretion and independent judgment.
  2. The employee is primarily engaged in duties that consist of one or more of the following:  (a) The application of systems analysis techniques and procedures, including consulting with users, to determine hardware, software, or system functional specifications. (b) The design, development, documentation, analysis, creation, testing, or modification of computer systems or programs, including prototypes, based on and related to, user or system design specifications. (c) The documentation, testing, creation, or modification of computer programs related to the design of software or hardware for computer operating systems.
  3. The employee is highly skilled and is proficient in the theoretical and practical application of highly specialized information to computer systems analysis, programming, and software engineering. A job title shall not be determinative of the applicability of the exemption.
  4. The employee’s hourly rate of pay is not less than $41.00 [the rate in effect on September 19, 2000]. The Division of Labor Statistics and Research shall adjust this pay rate on October 1 of each year to be effective on January 1 of the following year by an amount equal to the percentage increase in the California Consumer Price Index for Urban Wage Earners and Clerical Workers.
  5. The exemption described above does not apply to an employee if any of the following applies:

— The employee is a trainee or employee in an entry-level position who is learning to become proficient in the theoretical and practical application of highly specialized information to computer systems analysis, programming, and software engineering.

— The employee is in a computer-related occupation but has not attained the level of skill and expertise necessary to work independently and without close supervision.

— The employee is engaged in the operation of computers or in the manufacture, repair, or maintenance of computer hardware and related equipment.

— The employee is an engineer, drafter, machinist, or other professional whose work is highly dependent upon or facilitated by the use of computers and computer software programs and who is skilled in computer-aided design software, including CAD/CAM, but who is not in a computer systems analysis or programming occupation.

— The employee is a writer engaged in writing material, including box labels, product descriptions, documentation, promotional material, setup and installation instructions, and other similar written information, either for print or for onscreen media or who writes or provides content material intended to be read by customers, subscribers, or visitors to computer-related media such as the World Wide Web or CD-ROMS.

— The employee is engaged in any of the activities set forth in nos. 1 through 4 above for the purpose of creating imagery for effect used in the motion picture, television, or theatrical industry.

Division of Labor Standards Enforcement (DLSE) – Definition of Employee in the Computer Software Field

 

How Bonuses Affect Overtime Pay

Is a bonus included in the regular rate of pay for purposes of calculating overtime?

Yes, if it is a “nondiscretionary” bonus. A “nondiscretionary” bonus is included in determining the regular rate of pay for computing overtime when it is based upon hours worked, production or proficiency.

“Discretionary” bonuses–sums paid as gifts at a holiday or other special occasions, such as a reward for good service, which are not measured by or dependent upon hours worked, production or efficiency, are not included for purposes of determining the regular rate of pay.

California Division of Labor Standards Enforcement (DLSE) – Overtime

 

State Of California DLSE – Glossary Of Terms

Many of the terms in this article were taken directly from the California Division Of Labor Standards Enforcement (DLSE) Glossary Of Terms. Listed below are a few of the key terms used here to present the overall concept of Unpaid Overtime:

bonus

Money promised to an employee in addition to the monthly salary, hourly wage, commission or piece rate usually due as compensation. Bonuses are in addition to any other remuneration rate and may be predicated on performance over and above that which is paid for hours worked, pieces made, or sales completed. A bonus may be in the form of a gratuity where there is no promise for their payment, for example, a holiday bonus at the end of the year. Additionally, a bonus may be a contractually required payment where a promise is made that a bonus will be paid in return for a specific result, such as exceeding a minimum sales figure or piece quota, or as an inducement to remain in the employ of the employer for a certain period of time. Sums earned as bonuses are wages under the definition found in Labor Code Section 200.

exempt

Exempt status deprives an employee of certain protections of the Industrial Welfare Commission Orders.

The exemption has far-reaching ramifications since exempt status deprives the employee not only of the right to overtime compensation, but also to many of the other protections afforded to nonexempt employees by such orders. Some of the protections that do not apply to exempt employees are:

Section 3, overtime premium;

Section 4, minimum wage;

Section 5, reporting time pay;

Section 7, requirement of records under the IWC Orders (but not records required by the Labor Code);

Section 9, requirement that employer furnish uniforms and equipment (except, of course, that any expenditure by an employee is recoverable under Labor Code Section 2802).

Section 10, requirement that meals and lodging amounts be limited;

Section 11, meal period requirement; and

Section 12, rest period requirement.

nonexempt

Nonexempt status means that the provisions of the Industrial Welfare Commission Orders cover an employee.

wages

All amounts for labor performed by employees of every description, whether the amount is fixed or ascertained by the standard of time, task, piece, commission basis, or other method of calculation. Labor Code Section 200(a) A “wage” is defined as money or other value that is received by an employee as compensation for labor or services performed. “Other value” could include room, board, clothes, and other benefits to which the employee is entitled as a part of his or her compensation.

workday

“Workday” is defined in the Industrial Welfare Commission Orders and Labor Code § 500 for the purpose of determining when daily overtime is due. A workday is a consecutive 24-hour period beginning at the same time each calendar day, but it may begin at any time of day. The beginning of an employee’s workday need not coincide with the beginning of that employee’s shift, and an employer may establish different workdays for different shifts. However, once a workday is established it may be changed only if the change is intended to be permanent and the change is not designed to evade overtime obligations. Daily overtime is due based on the hours worked in any given workday; and the averaging of hours over two or more workdays is not allowed.

workweek

Any seven consecutive days, starting with the same calendar day each week beginning at any hour on any day, so long as it is fixed and regularly occurring. “Workweek” is a fixed and regularly recurring period of 168 hours, seven consecutive 24-hour periods. An employer may establish different workweeks for different employees, but once an employee’s workweek is established, it remains fixed regardless of his or her working schedule. An employee’s workweek may be changed only if the change is intended to be permanent and is not designed to evade the employer’s overtime obligation.

State Of California, Division Of Labor Standards Enforcement (DLSE) – Glossary

 

 

Are You Owed Unpaid Overtime Wages? Contact A San Bernardino Overtime Wage Collection Attorney

Contact the Employment Attorneys at SANFORD A. KASSEL, A Professional Law Corporation, if you feel you are due unpaid overtime wages in Orange County, San Bernardino County, or any other Southern California place of employment. Our office has over 30 years experience with Employment Law cases. We can answer your questions, and help you determine the best course of action to take. Call 909.884.6451, today. We offer free consultations to those facing unfair treatment in the California workplace.

In addition, if your employer fires you, or discriminates or retaliates against you, in any manner whatsoever, for filing or threatening to file a wage claim, you may have the grounds for filing a Discrimination or Wrongful Termination lawsuit against your employer. Please contact us to schedule an appointment for your FREE consultation with one of our experienced San Bernardino-based Employment Law Attorneys. Online Contact Form.

 

 

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What to do if you are being harassed by your employer, or you work in a hostile environment.

San Bernardino Constructive Termination Lawyers, Assisting Southern California Employees Who Have Been Wrongfully Forced to Quit Their Jobs

Employee being harassed at work

SANFORD A. KASSEL, A Professional Law Corporation: Southern California Employment Attorneys | Constructive Termination Attorneys. 909.884.6451

 

If your work environment is hostile; if your employer or co-workers are harassing you; or, if you have already quit your job due to unbearable working conditions, you may be the victim of “Constructive Termination”.

You may have the grounds for a Wrongful Termination claim.

You should seek the immediate expert advice of the knowledgable and trusted Inland Empire Employment Attorneys at SANFORD A. KASSEL, A Professional Law Corporation, to help protect your legal rights. Call 909.884.6451 today.

 

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Learn more about Constructive Dismissal (also referred to as “Constructive Discharge” or “Constructive Termination”).

 

Information to Help You with a Wrongful Termination Claim

Wrongful Termination Image

SANFORD A. KASSEL, A Professional Law Corporation: Southern California Wrongful Termination Lawyers 909.884.6451

Wrongful Termination cases are very complex and often extremely involved. Being unemployed is a very stressful and confusing time.

There are many factors to consider when making a claim for a Wrongful Termination. These types of difficult situations are best handled by the experts.

No two claims are the same, and there are often exceptions to every rule. You will need the expertise of a knowledgeable, and trusted Wrongful Termination Lawyer, to guide you through this complicated process.

An experienced Wrongful Termination Lawyer will take into consideration many issues, before deciding whether or not to file a claim on your behalf.

The legal team at SANFORD A. KASSEL, A Professional Law Corporation has the necessary skill, knowledge, and resources to build a convincing case, and see that you get the maximum compensation and benefits for your claim.

 
 
 
 

The following is a list of questions that may help you prepare for your initial interview with an attorney regarding a possible Wrongful Termination case:

 


 What was the length of time of employment?


 How were you paid for the work you did?


Hourly?


Salary?


Commission on Sales?


Other Form of Compensation?


 Was there a written employment agreement? If so,


Were there definite terms laid out in the agreement?


Do you have a copy of this agreement?


 What was the method of termination?


Resignation? If so, why did you quit?


Fired? If so, by whom?


Laid Off? If so, were you given a reason for the layoff?


 Was a reason given for termination? If so,


By whom?


 Were you given a “written” notice of termination? If so,


By whom?


How many days/weeks/months in advance?


Do you have a copy of the written notice?


 Were you given only a “verbal” notice of the termination? If so,


By whom?


Was it immediate?


How many days/weeks/months in advance?


 Were you given severance pay? If so,


How many days/weeks/months?


 Have you already filed a claim with the Labor Commissioner’s Office?


 

Possible Compensation for Your Claim

If you do have the basis for a Wrongful Termination action against your former employer, the following is a list of possible compensation and benefits that you may be entitled to:

 

Find Out If You Have a Wrongful Termination Claim

If you believe that you have been a victim of Wrongful Termination: (1) be prepared with documentation of the events that transpired; (2) don’t limit yourself by attempting to analyze what happened, on your own; and (3) SEEK THE ADVICE OF A QUALIFIED EMPLOYMENT LAW ATTORNEY IMMEDIATELY.

NOTE: Your case can be lost if it is not filed within the time provided by State and Federal Laws.

Contact the experienced Wrongful Termination Lawyers of SANFORD A. KASSEL, A Professional Law Corporation, today, for a FREE consultation. 909.884.6451  Our attorneys will evaluate all the facts, and provide you with a plan for the best course of action. We get results!

 

 

 

Can You Spot Age Discrimination in the Workplace?

Age Discrimination - AARP Quiz - iStock

Quiz: Can You Spot Age Discrimination in the Workplace?
Test your knowledge about legislation that protects older employees.
by Carole Fleck, AARP, June 2014. (Image Source: iStock)

Losing a job can be difficult for anyone, but it often provides special challenges for older workers. Individuals over 55 are likely to face long job hunt times in a tough economy. The ranks of older workers among the long-term unemployed have swelled of late. Many of them have lost their jobs in this economy, while others are finding it difficult to find new ones, and the harsh reality is their age is part of the reason. Age discrimination is viewed as an acceptable bias in many of the Nation’s workplaces and it has only worsened in this tough economy.

According to recent AARP research, 1 in 5 workers in the U.S. is 55 years of age, or older. 64% of workers say they have seen or experienced age discrimination in the workplace.

Age Discrimination - AARP Infographic

AARP: Age Discrimination Infographic

 

 

 

 

 

 

 

 

 

 

 

 

The Importance of Having a Trusted Age Discrimination Employment Attorney In Your Corner

The Age Discrimination in Employment Act of 1967 protects workers 40 and older from personnel decisions based solely on age in hiring, firing, layoffs, promotions or demotions. The act applies to employers with at least 20 workers. That law was weakened in 2009, advocates say, when a U.S. Supreme Court ruling made it more difficult for workers to prove age discrimination. The court ruled that the burden of proof was now on the worker to show that age was the deciding factor — rather than one of a number of factors, as previously held — in a dismissal, demotion or other adverse action.

 

If you have been a victim of Age Discrimination, you need to speak to an experienced and trusted Employment Attorney right away.  At SANFORD A. KASSEL, A Professional Law Corporation, we keep up with current State and Federal Laws affecting our age-discrimination clients’ cases. We work with a team of top-notch legal experts, to put together the most compelling case on your behalf. We always prepare each case as though it will go to trial in a court of law. We are trial attorneys, and if we can’t get you a top settlement offer, we will proceed to trial. We are widely respected among the legal community for being tenacious and always well prepared to go up against the opposition. We are zealous advocates for our clients, and will guide you carefully through every step of the litigation process. You will be working directly with one of our Employment Attorneys.

 

Website Accessibility For Disabled Persons

Assistive Technology Devices Aid Disabled Persons With Internet Access

SANFORD A. KASSEL, A Professional Law Corporation. Disability Discrimination Attorneys. 909.884.6451

SANFORD A. KASSEL, A Professional Law Corporation. Southern California Disability Discrimination Attorneys. 909.884.6451

Disabled individuals now have many more assistive technology (AT) devices available to them for accessing computer technology and the Internet (i.e., screen readers, screen enlargement programs, voice recognition software, audio enhancement software, etc.). One of the biggest challenges to Web developers is to produce Websites that will interface smoothly with the countless numbers of AT devices now being used. The guidelines set forth by the W3C help Web developers meet with these challenges. Our firm is always striving to improve on our own Website’s readability and accessibility.

 

 

 

Website accessibility is but one of many challenges that disabled persons are faced with in their daily lives, and in particular in the workplace. At SANFORD A. KASSEL, A Professional Law Corporation, we believe that all individuals should have equal access in the workplace. If you are a disabled person who is being discriminated against in the workplace, in any way, please contact one of our experienced and understanding Employment Law Attorneys. From our San Bernardino-based law offices, we serve the disabled throughout all of Southern California.

 

 

 

W3C-20th Anniversary Banner

SANFORD A. KASSEL, A Professional Law Corporation honors the 20th Anniversary of The World Wide Web Consortium (W3C) (Image Source: w3.org)

W3C Celebrates 20th Anniversary: This month, the World Wide Web Consortium (W3C) turns 20. On October 29th, global strategists, business leaders and developers will join the consortium to discuss “The Future of the Web” at an anniversary symposium in Santa Clara, CA. For 20 years, the W3C has been pursuing their vision of “one Web available to all”. It is this commitment that has united the World Wide Web developing community, and produced the “Open Web Platform”—giving persons with mobility and sensory impairments much greater accessibility to the Web.

According to Director, Tim Berners-Lee, “The decision to form the consortium came at the urging of many firms investing increasing resources into the Web, whether in creation of software products, selling information, or for sharing information within their own companies, with business partners and the public at large.”

Social Media Access Policy

Does an employer have the right to ask for access to an employee’s personal social media accounts?


  • If an employer fires an employee for refusing to provide the employer access to the employee’s personal social media, the termination could be deemed a Wrongful Termination.
  • If a prospective employer refuses to hire a job applicant for refusing to provide the employer access to their personal social media, the job applicant may be a victim of Employment Discrimination.
SANFORD A. KASSEL, A Professional Law Corporation

SANFORD A. KASSEL, A Professional Law Corporation. Southern California Employment Law Attorneys. 909.884.6451

In recent years, it has become increasingly popular for employers, or prospective employers, to use social media sites as a way to monitor employee conduct, and check the backgrounds of job applicants. A recent California law regarding an employer’s right to access an employee’s personal social media accounts may be changing this practice.

California Labor Code, § 980, prohibits an employer from requesting a job applicant or employee for access to his or her personal social media, except in limited circumstances.

 

California Labor Code, § 980 further states that an employer may not take retaliatory actions against an employee or a job applicant, for refusing to comply with the employer’s demand to provide access to his or her personal social media account, or to divulge a personal social media password.

“Social media” means an electronic service, platform, or account, where users share and exchange electronic content, including, but not limited to, videos, still photographs, blogs, video blogs, podcasts, instant and text messages, emails, online services or accounts, or Internet website profiles or locations.

If your employer requests access to your personal Facebook, Twitter, LinkedIn, Google+, or any other social media account, you should immediately seek legal advice from an experienced Employment Law Attorney.

Although certain exceptions and special circumstances may apply, generally speaking, you should not disclose your personal social media username and/or password to any employer, before having first talked to a qualified Employment Law Attorney.

 


What about company-issued electronic devices?


California Labor Code, § 980, does not apply to employer-issued electronic devices. Generally, employees can expect to have no privacy rights with company-issued computers, smartphones, or tablets. For this reason, it is unadvisable for an employee to store their personal login information, or to even access any social media sites with their personal username and password on company-issued electronic devices.

 

Learn More About California’s Social Media Access Policy


If you have recently been denied employment, or have been discharged, retaliated against, or believe you may soon be retaliated against, intimidated, or wrongfully terminated for refusing to provide your employer access to a personal social media account, you need to know your legal rights. Contact the law office of SANFORD A. KASSEL, A Professional Law Corporation, and talk to one of our experienced Employment Law Attorneys. We serve all of Southern California, from our San Bernardino-based offices. Call 909.884.6451 or complete our online Contact Form, to schedule a FREE consultation.