Lawyer for Employee

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All employees should feel safe in their workplace. Unfortunately, some employers subject their employees to illegal or unsafe conditions. A lot of workers may fear speaking out because their employer may retaliate, or they simply may not know their rights. Employers violation of California Labor Laws may cause employees stress, the loss of benefits and wages, or to miss out on opportunities. When your employer violates labor laws, the employee should protect his or her rights by contact a lawyer for employees.

Call Free: 888-600-8654

Lawyers for employees help employees with illegal labor practices including discrimination, harassment, denial of leave, wrongful termination, retaliation, refusal to give a reasonable accommodation, or wage or hour violations. Employees may not realize that their rights have been violated or may be afraid to speak out.

Nakase Law Firm handles California employment law cases. We have the experience, knowledge, and dedication to represent you in any labor dispute. If you believe your rights have been violated at work, contact our lawyer for employee for a free consultation.

Why Do I Need A Lawyer for Employee To Handle My Unfair Work Conditions?

You will need a skilled lawyer to represent you in many issues with your employer. An attorney will be able to protect your rights and advise you on how to protect and strengthen your case. Unfortunately, many non-unionized employees have little power against their employees, so an attorney is their only hope.

An employer may handle labor law disputes regularly and will employ lawyers who handle them every single day. You will not be able to effectively represent yourself against your employer’s resources and experience. Therefore, having an employment lawyer on your side will be a real advantage.

A lawyer for employee will give you the best possible chance to be successful in your case. Not only do they know the law inside and out, but they will help you collect evidence, prepare witnesses, and stop your employer from using unfair tactics. Representing yourself will not save you money; you are likely to lose your case. In the worst-case scenario, you may even have to pay your employer’s legal expenses.

Should I Speak To A Lawyer for Employee Immediately?

In the following situations, you will need to speak to a lawyer for employee right away:

  • You think you were terminated illegally or you are being mistreated at work
  • You are thinking about quitting because of your employer’s conduct
  • You cannot negotiate severance pay with your employer or do not want to
  • You want information about your rights, or you do not know what to do after a termination
  • The deadline for filing a lawsuit is close, and you do not know how to file a claim
  • Your employer is asking you to sign a “release of claims”, and you don’t completely understand it
  • You want to file a lawsuit
  • Some other employees or former employees want to file a similar claim against your employer
  • You do not think the EEOC or other government agency has fully investigated your complaint.
  • You have indisputable evidence that your termination was illegal

The sooner you can speak to a lawyer, the better. They will be able to give you advice on how to stop the situation from getting worse and how to document evidence. In these cases, the burden of proving illegal motive is on you, so any evidence to support your claims is helpful. You will need witnesses or documents to prove events and facts in your case. Otherwise, it will just be your word against your employers.

For example, if your employer accuses you of poor performance and puts you on a warning, then your lawyer can help to look at your claims and see if there if any unfair treatment. They can also look at if there is enough evidence to reframe the events and get your employer to back off by showing them that there is enough evidence to suspect discrimination.

Legal help from the start can help you to counter your employer’s gathering of evidence and put you in the best position to argue wrongful termination.

Brad Nakase, Attorney

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