Employment Law

Experienced Employment Law Lawyers in Southern California

Welcome to the Perona, Langer, Beck and Harrison Law Firm, your trusted partner for employment law legal matters in Southern California. As one of the most experienced and respected law firms around, our dedicated lawyers know how to get results.  We have ample resources and staff to provide representation for even the most challenging cases. Our skilled legal team can protect your right to a safe and fair workplace by handling all types of employment law violations, including discrimination, harassment, wrongful termination, wage and hour claims, retaliation, and more.

Why Choose Our Employment Law Lawyers?

At Perona, Langer, Beck and Harrison, we understand the complexities of employment law. Our team of seasoned employment law lawyers in Southern California are committed to doing everything in our power to hold your employer liable for the mistreatment you have suffered.

What sets our employment law lawyers apart from the rest?

  • Established in the 1960s, our firm has a collective wealth of experience in employment law and has recovered hundreds of millions of dollars in compensation for our clients.
  • Our employment law lawyers understand each case is unique and tailor our legal strategies accordingly.
  • We have the #1 Jury Verdict in the United States for 2022.
  • We work on a contingency fee basis, so you won’t pay us unless we secure compensation for you.
  • We offer risk-free, no-obligation consultations so you have nothing to lose by calling us.

You can rely on our employment law lawyers to right for the compensation you deserve, which may include back pay, front pay, emotional distress damages, and even punitive damages in the case of truly egregious violations of the law.

Have you suffered mistreatment at work? Contact our employment law lawyers in Southern California today to learn more about your options!

Types of Employment Law Cases We Handle

Our employment law lawyers in Southern California are well-versed in various practice areas, including:

Contact Our Experienced Employment Law Lawyers in Southern California Today for No-Risk Representation

If you’ve suffered mistreatment at work and need a reliable employment law lawyer in Southern California, reach out to Perona, Langer, Beck and Harrison right away. With decades of experience and a profound track record of success, you can rely on us to work diligently to secure appropriate monetary damages in your case. Whether your case can be resolved in arbitration or mediation or must be litigated in court, we know that every case is unique and provide tailored legal solutions for your unique situation. Time is of the essence in employment law cases, so contact us today at (866) 806-6585 for your free initial consultation.

Frequently Asked Questions

What does it mean to be an at-will employee?

In California, the relationship of employer and employee is generally “at will.” This means that, without an employment contract, the employer or the employee can terminate the employment relationship at any time, with or without cause.

I was just fired – how do I know if it was a wrongful termination?

In order for your termination to be wrongful or illegal, you must have been fired based on a protected category or in retaliation for exercising your legal rights.  Protected categories include, but are not limited to, race, religion, disability, pregnancy, age, national origin, general and/or sexual orientation.  The best thing to do if you are unsure whether you are protected, is to call us for a free consultation.

How do I know if I’m misclassified?

Misclassification is a complex area of employment law.  Misclassification generally occurs under two scenarios.  The first is when an employer classifies an employee as an independent contractor.  The second is when an employer classifies you as an exempt employee that is not entitled to overtime pay.  Under the independent contractor scenario, everything depends on how much control the employer has over you.  If the employer controls your schedule, the work to be performed, and most decisions about the way your job is to be performed, you might be an employee.  Employees are entitled to overtime, (generally) paid meal and rest breaks, and are covered by workers’ compensation and other protections that the law affords.  In the second scenario, an employer will claim you are exempt and not entitled to overtime.  Whether you are paid a salary or an hourly wage.  What matters is your duties. If 51% of your duties are nonexempt, you are a nonexempt employee.

What is retaliation and how do I know when if employer has retaliated against me?

If you have complained about what you reasonably believe is an illegal business activity or complained about harassment and/or discrimination and you suffer an adverse employment action as a result (termination, demotion, reduction in hours or wages etc.) this is likely retaliation.

How do I know if my employer is discriminating against me for my disability?

Under both federal and California law, employers are prohibited from discriminating against applicants or employees who have disabilities.  This protection extends to perceived disabilities, current disabilities, past disabilities, or any relation to a person with disabilities.  Employers are required to provide reasonable accommodation to determine whether you can perform the essential functions of your job. An employer is prohibited from treating a disabled employee any differently than any other employee.

What is a reasonable accommodation and am I entitled to a reasonable accommodation?

Employers are usually required to provide reasonable accommodations to qualified people with disabilities, unless doing so would cause an undue hardship.  Reasonable accommodations are any changes or adjustments to a job or work environment that allow a person, with a disability, to perform the essential functions of his/her job and enjoy equal employment opportunities. 

Some examples of reasonable accommodations are:

  • Installing a ramp or modifying a restroom to make it accessible.
  • Providing screen reader software or sign language interpreters.
  • Modifying a policy to allow a service animal in the workplace.
  • Adjusting work schedules or allowing telework. 

Employers are not required to provide accommodations that would be unduly costly, extensive, substantial, or disruptive, or that would fundamentally alter the nature or operation of the business.  To determine if an accommodation is reasonable, employers must engage in an interactive process with the employee to identify the precise limitations resulting from the disability and potential reasonable accommodations that could overcome those limitations. 

My employer is asking me to waive my overtime, is this legal?

No.  Employers cannot require you to waive overtime pay or work off the clock.  An employee is entitled to overtime pay if they work more than 8 hours in a day OR 40 hours in a week.

I work from home after-hours, but my employer says he does not have to pay me. Is he correct?

If you are a nonexempt employee, any work performed on behalf of the employer is compensable.  It is a good idea for employees to keep records of all time worked in case evidence is needed at a later time.  

Is it legal for my employer to deduct pay for my rest periods?

No.  An employer cannot deduct pay for rest time.  Rest breaks are paid breaks.

Am I supposed to get paid for meal/lunch breaks?

An employer must pay an employee for meal breaks if the employee works through those breaks.  Most employers have employees clock out for meal breaks.  If the break is uninterrupted an employer may deduct the time of the break for the workday hours.

Is it legal for my employer to frequently interrupt me and have me do work while I am on my meal or rest break?

No.  If a meal break is interrupted, the employee should be compensated for that break time.

My employer says that the wage and hour laws do not apply to me because I work at a small company, is this correct?

No,  that is incorrect.

Does my employer have to reimbursed me for work related expenses?

Yes.  It is important that the employee maintain all receipts and turn them in, in a timely manner.

How soon does an employer have to pay me upon my resignation?

Within 72 hours of resignation.

How soon does an employer have to pay me if they lay me off or terminate me?

Same day as termination.

I complained about something at work, and then was fired soon after, do I have a retaliation claim?

Not necessarily.  An employee may have a retaliation claim if the employee complained about what was believed to be illegal business practices or complaints about a protected activity and/or category.  Just general complaints about personalities or workload are often not actionable.

Should I secretly record my boss at work?

California is a two-person consent state.  Secretly recording someone, except in a place where there is no reasonable expectation of privacy, is illegal.

How long do employment law cases take to litigate and settle?

Litigating a lawsuit is normally a length process.  A case can take anywhere from a couple of months to several years.

Does your firm practice any other areas of law besides employment law?

Please see a list of our practice areas here: https://www.plblaw.com/practice-areas/

Does your firm sue public entities or just private companies?

Our firm files lawsuits against government entities and private employers.

What does a free consultation with your firm entail, and how long does it take?

A prospective employee will talk to one of our experienced case evaluators and go through a series of questions.  Once all the necessary information is obtained, an attorney will review and determine whether it is a case we can assist with.  The evaluation process can typically take between 30 minutes to 24 hours.

Is the free consultation confidential?


What if your firm does not take my case?

Our firm will provide a few referrals upon request.