Fighting For The Rights Of Employees In California, Washington, Colorado And Nationwide
Our employment law attorneys at Shanberg Stafford LLP, help employees in California, Washington, Colorado and nationwide who are treated unfairly and unlawfully in the workplace, including those who are the victims of wrongful termination, sexual harassment and other forms of workplace discrimination.
Our employment law attorneys regularly investigate employment law violations for nurses. If you worked through meal or rest breaks, were kept on call without proper pay, or performed pre- or post-shift tasks off the clock, you may be owed substantial back wages and penalties.
To schedule a consultation, call Shanberg Stafford LLP, at 866-902-0497 or contact us by email. We have offices in Newport Beach and Seattle and represent clients nationwide.
Representing A Wide Range Of Employees
Every labor employment attorney at our firm represents a broad spectrum of employees, from hourly wage earners to high-powered salespeople and executives. Our employment law firm offers aggressive advocacy for workers who are treated unfairly; we are dedicated to fighting for our clients’ rights.
Some of the plaintiff employment law matters we handle include:
- Overtime claims
- Unpaid meal and rest break claims
- Wrongful termination
- Harassment and discrimination based on race, national origin, gender, pregnancy, religion, disability, age or sexual orientation
- Retaliation
- Americans with Disabilities Act (ADA) claims
- California Family and Medical Leave Act (FMLA) claims
- California Family Rights Act (CFRA) claims
- Workplace testing
- Health and safety
- Privacy rights
To be valid, workplace discrimination claims must be well-grounded in the law, and employees must first exhaust all the administrative options available to them before taking legal action.
Your Rights To Wages, Breaks, Overtime And Safety
Employees have a right to receive pay for all hours they work. This includes:
- Required pre/post‑shift tasks
- Travel between job sites
- Set‑up or clean‑up
- Any waiting time under employer control
You also have the right to receive overtime pay for any hours worked beyond the 40-hour workweek. Any commissions, piece rates, tips and bonuses cannot erase minimum wage or overtime duties. Your employer has a responsibility to provide you with accurate, itemized wage statements.
Breaks must be timely and off duty. The exact rules and timing of breaks can depend on the specific state you are in. For example, California provides a 30‑minute meal by the end of the 5th hour (a second by the 10th) and paid 10‑minute rest breaks about every 4 hours. Missed or on‑call breaks usually trigger premium pay. In Washington, state law requires paid rest breaks and an uninterrupted meal period on longer shifts, with extra protections for some health care workers.
You also have the right to a safe work environment. You can report hazards, request protections and, in specific situations, refuse dangerous work. Your employer can’t lawfully retaliate for doing so.
Steps To Take If You Suspect An Employment Law Violation
If you experience an unexplained or unjustified write-up, pay reduction, missed breaks or unsafe working conditions, there are steps you can take to protect your rights:
- Document calmly: Ask for the reason and effective date of the incident in writing. Save emails, notices and any policy they cite. Note your title, duties, hours and pay before and after the change.
- Build your proof: Keep a simple, dated log of hours worked, missed breaks, incidents and witnesses. Save copies of schedules, timecards, pay stubs, texts, emails and handbooks. Photos of posted rules or hazards, where permitted, can help.
- Speak up if it is safe to do so: Report the issue to HR or a manager in writing and keep a copy. If you fear retaliation, talk to a lawyer first about the safest way to report. If you need an accommodation for disability, pregnancy or religion, make sure to ask in writing.
- Keep working (unless it is unsafe): Don’t refuse assignments without advice unless the task is immediately dangerous.
If you believe that your employer or your workplace is violating your rights, seek legal counsel. From your first consultation at Shanberg Stafford LLP, we take ownership of the process. Our attorneys will clarify your rights, manage communications with your employer and work hard to pursue the compensation you’re owed. If they do not agree to a fair resolution, our lawyers are not afraid to face them in court.
How Contracts, Handbooks Or Arbitration Agreements Affect Your Options
The paperwork you signed cannot waive your rights to pay, breaks, safety or equal treatment. It also cannot block you from filing with government agencies. However, some agreements can require arbitration first. Others may also limit your ability to join class actions or release past claims, so it’s crucial to have a lawyer review your signed documents. This includes:
- Contracts and pay plans: These set your duties and compensation, but they must still comply with federal and state wage laws. Even if your contract has “at‑will” or “we may change your duties” clauses, they do not authorize retaliation or unlawful wage deductions.
- Handbooks and policies: Most handbooks aren’t contracts, especially if they include a disclaimer. However, they still matter. If your employer doesn’t follow its own written rules, that inconsistency can support your claim. Save the exact versions you received, with dates.
- Arbitration clauses or agreements: This is a clause in your hiring or onboarding paperwork that requires workplace disputes to be resolved in private arbitration instead of in court. In this process, a neutral arbitrator, rather than a judge or jury decides the case. While some may also try to limit class actions, these don’t stop you from filing complaints with government agencies.
- Noncompetes and nondisclosure agreements (NDAs): The laws surrounding these can vary depending on the state. For example, California generally voids noncompetes. Washington allows them only in limited cases. While these can restrict where you can work or what you can disclose, these cannot lawfully stop you from reporting or discussing suspected violations with government agencies, or in other legally protected settings.
Our attorneys will review all your signed documents and explain what is enforceable under the law. If the terms are unlawful, our lawyers are ready to challenge them and protect your rights.
Protecting Your Rights
Our labor and employment lawyers offer each and every client individual attention and aggressive advocacy. We fight for the people we serve. We are also honest with our clients at all times and work hard to get the best possible results. Our plaintiff employment lawyers realize the victims of sexual harassment and other forms of workplace discrimination are often financially vulnerable and want to resolve matters sooner rather than later in order to move on with their lives.
Contact Shanberg Stafford LLP, Today
To arrange a consultation with an experienced employment law attorney, please contact Shanberg Stafford LLP, at 866-902-0497 or send us an email. We have offices in Newport Beach, and Seattle.