Frequently Asked Questions
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If you're a Southern California business owner facing employee issues, know that you have a team dedicated to defending your rights.
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This FAQ section is designed to address common labor law questions, ensuring you have the information you need to navigate California’s complex employment landscape.
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At Employer Lawyer LA, we offer a free 15-minute phone consultation to assist you with your employee issues. Contact us to schedule your consultation and take the first step in resolving your concerns.
Southern California is our territory, and we dominate it. Our headquarters are in Los Angeles, but don’t be fooled – our influence stretches from San Diego up to Santa Barbara. We’ve got Southern California on lock.
Absolutely. We know that in California, firing an employee can be a daunting task. But no more tiptoeing around—it’s time to take action! We’ve dealt with it all—from mass layoffs to getting rid of those problematic employees who are dragging your company down. We’re ready to dive into your situation headfirst, handle the termination process for you, and ensure there’s zero nonsense coming back at you later.
Employer Lawyer LA represents California employers only! We never represent employees.
The duration of these cases varies but often takes months to years, depending on complexity and procedural steps. Early legal consultation is crucial for effective management.
Yes, as a California employer, you have the right to defend your business against such claims. It is advisable to seek legal counsel to ensure you are properly represented and to protect your business interests.
Regularly review your policies, stay updated on changes to California labor laws, and consult with an employment lawyer to ensure compliance and minimize legal liability.
If misclassified, the employee might be entitled to overtime pay and other benefits. Incorrect classification can lead to legal liability. Consult an employment lawyer to ensure accurate classifications.
Generally, no. Employers are required to pay employees for their work hours and cannot deduct for meal or rest breaks unless proper procedures are followed.