Allegations of wrongful termination, workplace discrimination, or wage and hour violations can lead to civil penalties, investigations by regulatory agencies, and demoralizing legal battles against your company. If a job applicant, former employee, or current employee has filed a claim against your business, it is imperative that you take swift legal action before the dispute grows even more disruptive to your daily operations.
The employment lawyers of Bellatrix PC represent corporations, partnerships, limited liability companies, and non-profit organizations in a wide variety of employment law matters. We take a versatile and responsive approach to each case we handle on behalf of San Diego businesses, which has allowed to us to obtain favorable results for numerous clients across a diverse spectrum of industries. Whether you are starting a business in San Diego and have questions about how to comply with California or federal laws, or your established company has already been served with a lawsuit, our attorneys have the business acumen and legal skill to help you seek a beneficial resolution.
The longer you wait to seek legal assistance, the more vulnerable your business becomes. Don’t let a dispute bring your business to a halt: call the law offices of Bellatrix PC at (800) 449-8992 to start discussing your matter in a private consultation.
Representing San Diego Businesses in Legal Disputes
Employment law can involve numerous issues, and no two entities will have identical legal needs. At Bellatrix PC, our results-oriented legal team brings together a wide range of practice areas and skill sets to assist our clients in whatever capacity is required by the circumstances at hand. We have years of experience counseling and representing California employers and entrepreneurs with regard to matters such as:
- At-Will Employment
- Bonus Plans
- Drug Testing
- Employee Background Checks
- Employee Free Speech
- Exempt Employees
- Family and Medical Leave Act (FMLA) Leave
- Fringe Benefits
- Handicap Accessibility Laws
- Healthcare Benefits
- Human Resources
- Independent Contractors
- Layoffs and Reductions in Force (RIF)
- Minimum Wage
- OSHA and Cal/OSHA Investigations
- Overtime Compensation
- Payroll Tax
- Personal Injury Liability
- Prevailing Wage
- Restraining Orders
- Salary Calculations
- Sick Pay
- Social Media Policies
- Unemployment Benefits
- Vacation Pay
- Wage Disputes
- Whistleblower Lawsuits
- Worker’s Compensation
- Workplace Posters and Notices
- Workplace Safety
Drafting and Negotiating Employee Contracts
By taking measures to ensure that your company’s employee contracts and policies comply with the law at the outset of the process, you can greatly reduce your risk of litigation further down the road. If you’re opening a business in San Diego, or if you have any concerns about your existing company’s current practices, it is critical to review your documentation with assistance from an experienced business lawyer who knows which problems to look for – and how to address them. Preventing problems before they arise is always the most cost-efficient option.
An astounding number of labor law disputes stem from misunderstandings and miscommunications arising from poorly-worded or completely unenforceable contracts. For instance, many San Diego employers are dismayed to learn that non-compete agreements (covenants not to compete) are typically unenforceable against employees in the state of California.
We will help your business to prepare clear, efficient, and enforceable documents which protect your vital interests while complying fully with state and federal labor laws. The attorneys of Bellatrix PC assist companies and employers with the drafting, negotiation, implementation, and enforcement of various documents and contracts, including but not limited to:
- Arbitration Agreements
- Confidentiality Agreements
- Employee Handbooks
- Non-Disclosure Agreements (NDAs)
- Severance Agreements
Has Your Company Been Sued for Discrimination or Wrongful Termination?
As many San Diego employers are already aware, employees in the state of California are protected by some of the nation’s most rigorous and expansive labor laws. Despite the at-will employment system, it is not uncommon for disgruntled job applicants or former employees to claim they are victims of wrongful termination or discriminatory hiring practices because they do not agree with an employer’s legitimate business decisions.
Because California’s laws are so heavily favorable to employees, aggressive representation is absolutely essential for business owners who are being sued or investigated. We are well-versed in federal and California worker protection acts and the limitations to which they are subject, and are fully prepared to handle complex claims related to:
- Americans with Disabilities Act (ADA) / Disability Discrimination
- Age Discrimination in Employment Act (ADEA) / Age Discrimination
- California Family Rights Act (CFRA)
- Equal Pay Act / Sex Discrimination
- Genetic Information Non-Discrimination Act / Genetic Discrimination
- HIV/AIDS Discrimination
- Immigration Reform and Control Act / Immigration Status Discrimination
- Pregnancy Discrimination
- Racial Discrimination
- Religious Discrimination
- Retaliatory Termination
- Sexual Harassment
- Sexual Orientation Discrimination
- Title VII of the Civil Rights Act of 1964
If a worker or former worker feels discriminated against, he or she may file a complaint by contacting the San Diego Local Office for the Equal Employment Opportunity Commission (EEOC), located at 555 West Beech Street. A screening will be conducted to determine whether the EEOC has jurisdiction to investigate the charge.
Employees must file a complaint within 180 days from the date of the alleged discriminatory act, or within 300 days if such discrimination is also prohibited by the laws of California in addition to federal laws. In light of these generous statutes of limitation, employers must not make the mistake of assuming that complaints will simply dissipate with the passage of mere weeks or months.
Employers should also be advised of the following caps on compensatory damages and punitive damages, which may be ordered in cases where the wrongdoing was exceptionally egregious:
- Companies with 15 to 100 employees – $50,000
- Companies with 101 to 200 employees – $100,000
- Companies with 201 to 500 employees – $200,000
- Companies with over 500 employees – $300,000
If your company needs assistance with any of these matters, no matter how small your question might seem, we encourage you to contact our law offices to schedule a confidential consultation. To get started, call Bellatrix PC at (800) 449-8992 today.