Wage & Hour



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Wage & Hour Lawyers in Agoura Hills & Westlake Village

Helping You Fight for the Pay You Earned

Labor laws at the federal and state levels protect workers’ rights, ensuring they are paid a fair wage for all hours worked and that they are able to work in a safe environment.

A wage and hour attorney can help you navigate wage and hour disputes and seek compensation for unpaid wages. If you are experiencing discrimination in the workplace, employee misclassification, violation of employee break laws, or any other type of wage and hour issue, you may have legal options.

Common Violations of Wage Theft & Hour Laws

  • Off-the-Clock Work
  • Minimum Wage Violations
  • Missed Meals and Breaks
  • Tip Pooling
  • Employment Discrimination
  • Unpaid Wages
  • Unpaid Overtime
  • Misclassification
  • Donning and Doffing



If you believe you have experienced any of the following labor law violations, you may have a legal claim:

Filing a wage and hour claim with the Labor Commissioner's Office is crucial to address wage and hour violations and ensure you receive the compensation you deserve.

By filing a wage and hour lawsuit, you may be able to seek compensation for the wages you were entitled to receive according to state labor laws.

Understanding California’s Wage & Hour Laws

Under California law, employers are required to pay overtime to non-exempt employees who work more than eight hours in a day or 40 hours in a week. The rate of pay for overtime work is 1.5 times the employee’s regular hourly rate.

Unpaid Overtime Pay in California

Off-the-Clock Work - Unpaid Wages

It is crucial for employees to receive proper overtime pay to ensure fair compensation for their work. Common issues related to unpaid overtime wages include employers failing to pay the correct rate or not paying for all hours worked.

The employer must also pay the overtime rate for the first eight hours worked on the seventh consecutive day of work in a workweek and double the employee’s wages for all hours of work after the eighth hour. If an employee works more than 12 hours in a day, the employer must pay double the employee’s wages for all hours worked in excess of 12 hours.

Employers are required to pay employees for all hours worked. Therefore, an employer cannot allow workers to do off-the-clock work without pay.

Off-the-clock work can be a form of wage theft, which includes various violations such as underpayment or nonpayment of wages, and can lead to serious legal repercussions for employers.

Employers are required to pay employees for:

  • Pre-shift duties
  • Post-shift duties
  • Time spent waiting for work

California Break Laws

California requires employers to provide non-exempt employees with a 30-minute lunch break if they work five or more hours in a workday. This meal break must be taken within the first five hours of that workday. If an employee works more than 10 hours, they must be given two 30-minute meal breaks.

California's break laws are part of the broader wage and hour law designed to protect employees. These laws ensure fair treatment by mandating minimum wage, overtime pay, rest breaks, and meal breaks, thereby providing protection against wage theft and other violations of employee rights.

California labor law also provides for rest breaks for employees working at least three and a half hours per day. These employees must receive a 10-minute break for every four hours worked.

During these breaks, the employee should be relieved of all job duties. Employees cannot continue working or remain "on-call" during their meal or rest breaks.

There are limited exceptions to the break requirement. Employees who are exempt from California meal and rest breaks include:

  • Workers meeting all requirements of white-collar exempt employees
  • Independent contractors
  • Unionized employees with specific agreements on meal breaks

Minimum Wage in California

California minimum wage law as of 2021 requires employees to be paid a minimum of $14 per hour for employers with 26 or more employees, and $13 per hour for employers with fewer than 26 employees. The minimum wage in California is set to increase yearly and will reach $15 for all employees by 2023.

Failure to comply with minimum wage laws constitutes a wage and hour violation, which can include unpaid wages for training & meetings, unpaid overtime, and wage theft.

California Employee Misclassification

Some employers misclassify employees as independent contractors, a class of workers with fewer protections than employees. Unlike employees, independent contractors are not subject to California overtime and minimum wage protection laws. Employers are prohibited under California labor laws from willfully misclassifying an employee as an independent contractor.

Misclassification can lead to wage and hour disputes, as employees may be denied proper compensation, minimum wage, overtime pay, rest breaks, and meal breaks. Addressing these issues is crucial to ensure legal protections for workers and to avoid potential consequences for employers violating wage and hour laws.

Wage Discrimination - Wage Hour Claim

Employers are prohibited from discriminating against employees based on gender, sexual orientation, age, disability, race, national origin, religion, and other protected characteristics. Discrimination in the workplace can take many forms, such as disparate treatment, harassment, or a hostile work environment. An employee who wins a workplace discrimination lawsuit may be entitled to compensation for lost wages, emotional distress, attorneys’ fees, and other litigation costs.

Wage discrimination is also addressed under California's wage and hour laws, which provide protections and legal recourse for employees facing wage and hour violations, including non-compliance with wage regulations.

Pay for Donning and Doffing

For most jobs, employees can dress at home before coming to work. Other jobs require employees to wear certain work gear that can take time to put on and take off, adding extra time to their workday. Whether an employer is required to pay for donning and doffing depends on several factors, including cases in which the employee must put on work gear while on the premises.

For a free consultation, reach out to us online or by calling (866) 881-0403.

A wage and hour attorney can help employees understand their rights regarding pay for donning and doffing, ensuring they are compensated for all hours worked.

Contact a Wage & Hour Lawyer in Agoura Hills & Westlake Village

Employment law can be complex and difficult to navigate without the help of a lawyer. If you believe your employment rights have been violated and are thinking about taking legal action against your employer, contact Bradley/Grombacher to schedule a complimentary consultation.

Legal representation for wage and hour issues in Los Angeles is available, and it is important to consult a Los Angeles wage and hour lawyer. They can assist with recovering unpaid wages and handling wage and hour claims and disputes.

A lawyer from our office will discuss your situation and help you determine if you have a legal claim. Filing a wage and hour lawsuit or employment class action lawsuit will allow you to pursue compensation for lost wages, unpaid overtime, and any other losses you experienced because of your employer’s labor law violations.

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By kileygrombacher January 16, 2025
The smoke has cleared, the embers have cooled, but the challenges of rebuilding after a wildfire are just beginning. One of the most important steps in your recovery is filing a claim with your homeowner's insurance company. This process can be complex and fraught with potential pitfalls. Making the wrong move could significantly impact the compensation you receive, delaying your recovery or even jeopardizing your claim altogether. Here are 10 crucial mistakes to avoid when filing a wildfire insurance claim: Delaying the Filing of Your Claim: Time is of the essence. Most insurance policies have deadlines for reporting losses. Delaying your claim can raise red flags with your insurer and potentially jeopardize your coverage. Contact your insurance company as soon as reasonably possible after the fire to initiate the claims process. Failing to Document Everything: Thorough documentation is your most powerful weapon in the claims process. Photograph and Videotape: Take extensive photos and videos of all damage to your property, both inside and out, before any cleanup or repairs begin. Capture wide shots and close-ups, documenting the full extent of the destruction. Create a Detailed Inventory: Compile a comprehensive list of all damaged, destroyed, or lost personal belongings. Include descriptions, quantities, estimated values, and any available receipts, purchase records, or appraisals. Keep All Receipts: Save every receipt related to expenses incurred due to the fire, including temporary housing, meals, clothing, transportation, and any other out-of-pocket costs. Throwing Away Damaged Items Before the Adjuster's Inspection: Resist the urge to discard damaged items before the insurance adjuster has had a chance to inspect them. These items serve as crucial evidence to support your claim. If you must dispose of anything for safety or health reasons, take detailed photographs and videos first, and notify your adjuster. Not Understanding Your Policy: Your homeowners insurance policy is a complex legal document. Failing to thoroughly understand its terms, coverage limits, exclusions, and your responsibilities as a policyholder can lead to costly mistakes. If anything is unclear, seek clarification from your agent or an attorney. Pay particular attention to: Dwelling Coverage Limits: The maximum amount your insurer will pay to repair or rebuild your home. Personal Property Coverage: The limits for replacing your belongings. Loss of Use/Additional Living Expenses (ALE): The extent of coverage for temporary housing and other living expenses. Deductibles: The amount you must pay out-of-pocket before your coverage kicks in. Exclusions: Any specific types of damage or losses that are not covered. Accepting the First Offer Without Question: The first settlement offer from your insurance company is often a lowball offer, especially after a major event like a wildfire. They are hoping you'll accept it out of desperation or lack of knowledge. Don't be afraid to negotiate or seek a second opinion from an independent contractor or a lawyer. Downplaying Your Losses or Damages: Be honest and thorough when describing your losses to the insurance adjuster. Don't minimize the damage or omit items from your inventory. It's better to overestimate initially than to leave something out and have to fight for it later. Making Permanent Repairs Before Authorization: Avoid making any permanent repairs to your property before obtaining authorization from your insurance company. They may deny coverage for repairs made without their approval. Emergency repairs to prevent further damage are usually acceptable, but document them thoroughly and notify your insurer as soon as possible. Not Keeping Records of Communication: Document every interaction with your insurance company, including phone calls, emails, and in-person meetings. Note the date, time, name of the representative, and a summary of the conversation. This creates a valuable paper trail that can help protect your rights if a dispute arises. Failing to Seek Professional Help: The insurance claims process can be overwhelming, especially after a traumatic event like a wildfire. An experienced wildfire insurance lawyer can provide invaluable assistance by: Evaluating your policy and explaining your rights. Gathering and organizing evidence to support your claim. Negotiating with the insurance company on your behalf. Filing a lawsuit if necessary to challenge a denial or bad faith practices. Ignoring Deadlines: Insurance claims are subject to various deadlines, including the time to file a claim, submit documentation, and file a lawsuit if necessary. Missing a deadline can have serious consequences, potentially barring you from recovering the compensation you deserve. Bradley/Grombacher LLP: Your Advocates for a Fair Recovery At Bradley/Grombacher LLP, we understand the devastation that wildfires inflict on California homeowners. We're committed to helping victims of events like the Palisades Fire secure the full and fair compensation they need to rebuild their lives. With over 50 years of combined experience in employment law, personal injury, and consumer protection , we're well-equipped to handle complex wildfire claims and fight for your rights. Don't let the insurance company take advantage of you during this vulnerable time. If you're facing challenges with your wildfire insurance claim, contact us today for a free, confidential consultation. Call us at (866) 881-0403 or fill out our online contact form. We're here to help you every step of the way.
By kileygrombacher January 16, 2025
A wildfire can turn your life upside down in an instant. In the aftermath of such a devastating event, it's easy to feel overwhelmed and unsure of where to turn. Knowing your legal rights is a crucial first step toward recovery and rebuilding. While the specifics of each situation may differ, there are some fundamental legal principles that apply to wildfire victims in California. 1. Your Right to Compensation for Property Damage If your home or property was damaged or destroyed in a wildfire, you may be entitled to compensation from several potential sources: Your Homeowners Insurance: Your insurance policy is a contract, and your insurance company has a legal obligation to honor its terms. This can include coverage for: Dwelling: The cost to repair or rebuild your home. Other Structures: Damage to detached garages, sheds, fences, etc. Personal Property: Loss or damage to your belongings, such as furniture, clothing, electronics, and appliances. Loss of Use/Additional Living Expenses (ALE): Costs associated with temporary housing, meals, and other essential expenses if you are displaced from your home. Potentially Liable Third Parties: Utility Companies: In California, utility companies can be held strictly liable under the principle of "inverse condemnation" if their equipment is a substantial cause of a wildfire (as is being investigated with SCE in the Palisades Fire ). Government Entities: If a government entity's negligence contributed to the fire's spread (such as the alleged LADWP hydrant failures during the Palisades Fire ), they may also be held liable. Negligent Individuals or Businesses: If the fire was started by a private individual's or business's negligence (e.g., arson, improperly maintained equipment), they could be held responsible for the resulting damages. 2. Your Right to a Fair Insurance Claims Process Insurance companies have a legal duty to act in good faith when handling your claim. This means they must: Investigate Promptly: Conduct a thorough and timely investigation of your claim. Communicate Honestly: Keep you informed about the status of your claim and respond to your inquiries in a timely manner. Pay Fairly: Offer a settlement that accurately reflects your covered losses and is consistent with the terms of your policy. Insurance Bad Faith: If your insurer unreasonably denies your claim, delays payment, offers an unfairly low settlement, or otherwise acts in bad faith, you may have grounds for a separate legal action against them. 3. Your Right to Compensation for Personal Injuries Wildfires can cause a range of physical injuries, including: Smoke Inhalation: Respiratory problems, lung damage, and other health complications. Burns: Severe burns requiring extensive medical treatment and potentially causing long-term disability. Other Injuries: Injuries sustained during evacuation or as a result of the fire's spread. If you or a loved one suffered a personal injury due to someone else's negligence in connection with a wildfire, you may be entitled to compensation for: Medical Expenses: Past and future medical bills related to your injuries. Lost Wages: Income lost due to your inability to work. Pain and Suffering: Compensation for physical pain, emotional distress, and mental anguish. Loss of Consortium: Compensation to your spouse for the loss of companionship and support. 4. Your Right to Compensation for Lost Income or Business Interruption If a wildfire forced you to miss work or resulted in the closure of your business, you may have legal recourse: Lost Wages: If your employer wrongfully terminated you, failed to pay you, or denied you reasonable accommodations after a wildfire, you may be able to recover lost wages under California employment law. Business Interruption Insurance: If you have business interruption coverage as part of your commercial insurance policy, you may be able to recover lost profits and other expenses incurred due to the wildfire's impact on your business. 5. Your Right to Legal Representation Navigating the legal complexities after a wildfire can be daunting. An experienced attorney can be your advocate and guide, helping you to: Understand Your Rights: Provide clear explanations of your legal options and the applicable laws. Gather Evidence: Collect and preserve the necessary evidence to support your claims. Negotiate with Insurance Companies: Engage in strategic negotiations to secure a fair settlement. File Lawsuits: Take legal action against responsible parties, whether it be insurance companies, utility companies, government entities, or negligent individuals. Represent You in Court: Provide skilled representation in court if litigation becomes necessary. Bradley/Grombacher LLP: Dedicated to Helping Wildfire Victims At Bradley/Grombacher LLP, we understand the impact wildfires have on individuals, families, and communities. With over 50 years of combined experience in personal injury, employment law, and consumer law , we have the knowledge and skills to effectively advocate for your rights and secure the compensation you deserve. We're committed to: Holding negligent parties accountable. Maximizing your financial recovery. Providing compassionate and personalized legal representation. Take the First Step: Contact Us for a Free Consultation If you've been affected by a California wildfire, including the recent Palisades Fire, don't hesitate to contact Bradley/Grombacher LLP for a free, confidential consultation . We'll listen to your story, answer your questions, and provide an honest assessment of your legal options. Call us at (866) 881-0403 or fill out our online contact form. Let us help you navigate the path toward recovery and justice.
By kileygrombacher October 9, 2024
The Private Attorneys General Act (PAGA) , a pivotal piece of California labor law, has recently undergone significant reforms that have sparked a mixed response among legal professionals. These changes, signed into law by Governor Gavin Newsom in June 2024, aim to address long-standing concerns from both employers and employees regarding the 20-year-old legislation. However, the compromises have left the legal community divided, with opinions varying widely on the potential outcomes of these adjustments.
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