At Miller Wilmers, APC, we represent employees in Santa Clarita and throughout California who have experienced unlawful treatment in the workplace. While personal injury law is a primary focus of our practice, we also handle employment law matters when workers’ rights have been violated.
Employment issues can affect a person’s income, career, and stability. California law provides strong protections for employees, but enforcing those rights often requires legal guidance. Our attorneys help clients understand their options and take action when employers fail to follow the law.
Employment law governs the relationship between employers and employees. It includes both state and federal laws that regulate hiring, wages, working conditions, termination, and workplace conduct.
California has some of the most employee-protective labor laws in the country. These laws apply to most workers, including hourly employees, salaried employees, and in many cases independent contractors who are misclassified.
Employment law claims may arise from a single incident or from ongoing conduct over time. In either situation, understanding your rights early can make a significant difference in the outcome of your case.
Our firm assists employees with a range of workplace disputes, including:
California law prohibits discrimination based on protected characteristics, including race, color, national origin, sex, gender identity, sexual orientation, age, disability, religion, and pregnancy.
Discrimination can take many forms, such as:
Discrimination is unlawful even if it is subtle or presented as a business decision.
Employees have the right to work in an environment free from harassment. Harassment may be sexual or non-sexual and does not have to involve physical conduct.
Examples include:
Employers may be responsible for harassment committed by supervisors, managers, or coworkers if they fail to take appropriate action.
California is an at-will employment state, but employers cannot terminate employees for illegal reasons. A termination may be unlawful if it is based on discrimination, retaliation, or a violation of public policy.
Wrongful termination claims may involve firing an employee for:
Even short-term employees may have valid wrongful termination claims depending on the circumstances.
California wage and hour laws require employers to pay employees properly and on time. Common violations include:
Wage violations can affect one employee or entire groups of workers. In some cases, claims may be pursued on a class or representative basis.
Employers are prohibited from retaliating against employees who exercise their legal rights. Retaliation may include termination, demotion, reduced hours, or other adverse actions.
Protected activities include:
Retaliation claims often arise even when the underlying complaint is still under review.
We also assist with disputes involving:
Understanding how written agreements interact with California employment law is critical before signing or challenging them.
Workplace violations can lead to lost income, emotional stress, and long-term career consequences. California employment laws are designed to protect workers from unfair treatment, but employers do not always comply voluntarily.
Pursuing a claim may help recover:
Each case depends on its specific facts, timelines, and evidence.
When handling employment law matters, our firm focuses on clarity, preparation, and strategic advocacy. We help clients by:
We provide honest assessments so clients can make informed decisions about how to proceed.
California allows at-will employment, but employers cannot fire employees for illegal reasons. If your termination involved discrimination, retaliation, or a violation of public policy, you may have a valid claim.
Deadlines vary depending on the type of claim. Some claims must be filed within months, while others allow more time. Speaking with an attorney early helps preserve your rights.
Yes. Many employment law claims arise while an employee is still working. Retaliation for asserting your rights is illegal.
Misclassification is common in California. Being labeled an independent contractor does not automatically mean the classification is legal. Many workers are entitled to employee protections regardless of their title.
You do not need to have all evidence before speaking with an attorney. Documents, emails, pay records, and witness accounts can often be gathered during the legal process.
Consultations with an employment attorney are confidential. Speaking with a lawyer does not require notifying your employer.
If you believe your workplace rights have been violated, it is important to understand your options. Miller Wilmers, APC offers consultations to help employees evaluate potential employment law claims under California law.
Contact our Santa Clarita office to discuss your situation and learn how we can help protect your rights.
