California Employment Law Defense Lawyers

Sick Leave Defense

California's sick leave laws require employers to allow employees to accrue and utilize paid sick leave without fear of retaliation. The Healthy Workplace Healthy Family Act of 2014 enforces these rights, making non-compliance a significant liability for employers. Disputes often arise when employees claim they were denied rightful access to their accrued sick leave. 

Here’s an example—let’s say an employee files a lawsuit alleging they were denied the ability to use their sick leave despite having accrued sufficient time. The employee claims this denial prevented them from caring for an ill family member, resulting in emotional and financial stress. They are seeking damages for the alleged violation of their workplace rights.

Our lawyers can play an important role in situations like these by reviewing your sick leave policies to identify any potential gaps or areas of non-compliance. We can gather documentation to refute unfounded claims and demonstrate that your firm acted in accordance with the law. Through negotiation or litigation, we can defend your business practices, and work to resolve the dispute efficiently while minimizing financial and reputational risks. We also think proactively, helping to adjust policies and practices to avoid similar disputes in the future.

Worker Classification Defense

Employers in California must ensure their workers are properly classified as either employees or independent contractors. Misclassification often leads to significant legal and financial risks, including lawsuits from workers seeking benefits they believe they were entitled to as employees. California's "ABC Test" sets a clear standard for classification, requiring that workers meet specific criteria to be classified as independent contractors. 

Let’s consider a case where a delivery driver sues their employer, claiming they were misclassified as independent contractors. The worker asserts they followed company protocols, used company equipment, and adhered to schedules set by their employer—conditions that suggest they should have been classified as employees. They are seeking reimbursement for lost wages, overtime pay, and access to benefits such as health insurance.

Our experienced lawyers can help by examining the specifics of the worker’s role and reviewing existing agreements or policies. If the evidence supports the misclassification allegation, we know how to negotiate a fair resolution that minimizes your financial damage and liability. We also help revise contracts and workplace practices to secure future compliance, safeguarding your business against similar claims. When your classification was accurate, we understand how to mount a robust defense while always looking for ways to find a negotiated settlement that reduces any tension with workers while protecting your interests.