San Diego Employment Attorney

Free consultation with employment attorney Brad Nakase protects workers in San Diego against harassment, discrimination, unpaid wages, overtime violation, and misclassification.

By Brad Nakase, Attorney

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Employment law in California safeguards the rights of both employees and employers. If you believe your employer has infringed upon your rights, reach out to Brad Nakase, an experienced employment lawyer in San Diego. Brad, as a San Diego employment lawyer, can assist you in pursuing remedies for breaches of labor laws in California, including wrongful termination, age and gender discrimination, wage infractions, sexual harassment, overtime pay, retaliation, and unpaid wages. These are only a few examples of the labor law violations that an employment lawyer in San Diego can assist you with.

Initial consultations with a San Diego employment lawyer for employment-related advice are provided at no cost. Brad Nakase is dedicated to supporting employees in San Diego. He understands the challenges that workers face when confronting large corporations. Our law firm’s San Diego employment lawyers are committed to helping employees stand up for their rights and achieve successful outcomes.

What Kind of Attorney Should I Consult to Sue My Employer?

Brad Nakase, a San Diego employment lawyer, has made a significant impact on the lives of workers through class action lawsuits and individual wage claims against companies that infringe upon employee rights. As a dedicated employment lawyer in San Diego, Brad Nakase specializes in assisting employees with various aspects of labor laws, such as:

  • Wrongful termination
  • Overtime pay
  • Sexual harassment
  • Gender discrimination (including sexual discrimination)
  • Retaliation
  • Exemptions
  • Unpaid wages
  • State labor laws
  • FLSA (Fair Labor Standards Act)
  • Employment laws

Brad Nakase is a highly regarded San Diego employment attorney committed to safeguarding employees’ rights.

What is the role of a San Diego employment attorney?

A San Diego employment attorney aids both businesses and employees in matters related to employment and handles associated legal proceedings. A San Diego employment lawyer may also be referred to as a labor lawyer. These attorneys advocate for employees pursuing legal action against their company for reasons such as wrongful termination, discrimination, and wage discrepancies. Additionally, employment attorneys may represent employers facing lawsuits initiated by their employees.

Employment Resources in San Diego (link to other websites)

What is the objective of employment law?

Employment laws in California serve a broad purpose: they safeguard the rights of employees. Simultaneously, these laws outline the responsibilities, duties, and commitments that employers owe to their employees. Essentially, California’s laws ensure equal opportunities and compensation for all individuals, irrespective of gender, race, national origin, or religion. If you believe you have been discriminated against based on a protected characteristic, do not wait to contact a San Diego employment lawyer for representation.

How many consecutive days can a person work in California without a day off?

According to the basic rule of a labor laws in California, employees have the right to at least one day off within a seven-day period. Moreover, workers are prohibited from compelling employees to work over six days in a single week. Nonetheless, this rule does not apply to employees working fewer than thirty hours per week or those who do not exceed six hours of work on any given day of the week. If you believe your employer has violated this law, contact a San Diego employment lawyer today for guidance.

Instances of Typical Labor Law Violations

Brad Nakase, our dedicated San Diego employment attorney, had the privilege of representing a former employee at Oakley in a high-profile case involving discrimination based on hair color. This lawsuit gained widespread attention and was covered by numerous media outlets. The former worker, who was African American, sported orange hair. The Oakley manager insisted that the color of his hair needed to closely match his skin color.

In the case of Rasean Johnson v City of San Diego (2019), a jury in San Diego strongly criticized the City of San Diego for engaging in religious discrimination. The jury awarded $300,000 to Rasean Johnson, a city employee, who endured prolonged religious harassment from his supervisor, Sheila Beale. The lawsuit contended that Beale initiated prayer sessions and encouraged employees to go to church. It further alleged that Beale warned Johnson about the importance of reading the bible, emphasizing that if good people do not devote their life to god, they can still go to hell.

In 2019, the City of San Diego faced allegations of fostering a racially hostile environment. The city reached a settlement with Jeffrey Stewart, a San Diego police officer, for $50,000. The City of San Diego provided this sum to a terminated police officer after he alleged the department was encouraging a “racially hostile environment.” The legal basis for this recovery was that San Diego participated in wrongful termination.

In 2016, a mother initiated a transgender discrimination lawsuit against Rady Children’s Hospital. The lawsuit contends that the San Diego children’s hospital violated gender discrimination laws by consistently referring to Kyler Prescott, the transgender son, as a girl.

In 2009, the City of San Diego faced a lawsuit from employees who claimed they were underpaid for overtime work. The plaintiffs in this lawsuit were 2500 employees of the city. The city compensated its employees with cash in lieu of health insurance. According to wage laws in California, such cash payments for medical coverage must be factored into a worker’s normal hourly rate for the purpose of calculating overtime pay.

In 2014, a woman brought forth a race discrimination lawsuit against the City of San Diego. The lawsuit alleged a history of discriminatory practices within city government, where Caucasian workers were purportedly favored for promotions over minority workers.

The above are only a few examples of how a San Diego employment attorney can help their clients triumph in the face of employment violations.

“No Win, No Fee” Guarantee with Our San Diego Employment Lawyer

When employees choose Brad Nakase as their employment lawyer in San Diego, they benefit from a “no win, no fee” arrangement. This means that employees only incur fees from our law firm if we successfully secure compensation for them. Therefore, do not hesitate to contact our San Diego employment lawyers today for a complimentary consultation.

Is Workplace Retaliation Against the Law?

When a company engages in retaliatory actions against a worker for any reason, it constitutes a California labor law violation. Feel free to reach out to San Diego employment lawyer, Brad Nakase, for complimentary legal advice. Under California labor laws, retaliation for seeking counsel from a labor lawyer is strictly prohibited.

As specialized San Diego employment attorneys, addressing workplace legal issues is our expertise. In his role as your employment lawyer in San Diego, Brad is committed to assisting individuals who have been treated unfairly in the workplace. We offer guidance to employees about their legal rights and provide advice to companies on how to ensure compliance with the law and establish proper employment practices.

California Employees’ Entitlement to an Equitable and Just Workplace

In California, employees unfortunately encounter unlawful employment practices in their workplaces. Statistics indicate that over twenty-eight percent of women face instances of sexual harassment while at work. This underscores the critical need for employment lawyers to advocate for and protect employees. Every woman has the right to provide for her family without experiencing harassment. If you have experienced harassment or discrimination in your workplace, do not hesitate to reach out to our San Diego employment attorney.

Have a quick question? We answered nearly 2000 FAQs.

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