San Diego Employee Counseling Lawyer
Keeping up with the many state and federal employment laws can be a challenge. Consulting an experienced San Diego employee counseling lawyer is always a good idea when you’re deciding how to address complex workplace issues. At Ferraro Vega San Diego Employment Lawyers, we counsel clients on employment issues–so you can be prepared for what comes next.
We have years of experience handling sensitive labor issues in San Diego, CA. Our legal team draws on our experience in diverse industries to help you meet the challenges unique to your field.
Do you have questions about your legal rights and obligations under California employment laws? Call our law offices in San Diego, California at (619) 693-7727, to schedule a free consultation today.
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How Ferraro Vega San Diego Employment Lawyers Can Help With Your Employee Counseling Needs in San Diego
Issues arise in the workplace all the time. Often, employees and employers wait months or even years to consult an attorney. In reality, consulting a San Diego employment law attorney can give you the tools to fix a problem before it boils over.
Getting legal advice doesn’t mean you have to file a lawsuit or employment claim. Our lawyers are here to help you understand your rights–and how to best address the issues you’re facing.
At Ferraro Vega San Diego Employment Lawyers, our legal group has been helping business owners and employees with workplace issues for years.
Hiring us means you’ll have someone to help you:
- Understand how complex state and federal employment laws apply to your issues
- Comply with your obligations under the law
- Handle evolving legal issues like COVID-19 in the workplace
- Advocate for your rights to secure the best possible outcome
Our lawyers have been recognized by U.S. News Best Lawyers in America’s “Ones to Watch” and as Super Lawyers’ “Rising Stars.” We’ve also earned an Avvo 10.0 Superb Rating–the highest rating a lawyer can obtain.
Are you ready to learn more? Call our San Diego employment lawyers to learn more about legal representation today.
Overview of Our Employee Counseling Services
Employers and employees today are facing new challenges on a daily basis. A seemingly endless list of federal and state laws govern the workplace. Incidentally, those laws are being applied in new ways due to the issues presented by the COVID-19 pandemic.
California business owners must understand the state and federal laws that apply in their workplaces. That’s not always easy. Our lawyers have years of experience helping clients like you. We counsel clients on both state-specific regulations and federal laws.
If you’re struggling or frustrated, call our labor attorneys in San Diego today. We offer a free case review so that you can learn more about our practice areas and how we can help.
We Handle All Types of Employee Counseling Cases in San Diego, CA
At Ferraro Vega San Diego Employment Lawyers, we represent employees in cases involving:
- Workplace discrimination
- Age discrimination
- Wrongful termination
- Sexual harassment
- Disability discrimination
- Race discrimination
- Sexual orientation discrimination
- LGBTQ+ workplace rights
- National origin discrimination
- Concerns over wage and hour violations
- Meal and rest breaks
- Unpaid wages
- Unpaid family and medical leave
- Employer retaliation
- Refusal to provide reasonable accommodation
- Non-disclosure agreements
- Ethics investigations
- Whistleblower actions and unlawful retaliation
- Class action lawsuits
You know that you have legal rights as an employee in California. You might not always know exactly how to enforce those rights–and whether new laws and court rulings have changed or expanded your rights.
Our San Diego employee counseling attorneys are here to help. We work on a contingency fee basis–so you don’t have to worry about any upfront costs. Just call our law group to schedule your free case evaluation today.
Federal Laws Impacting Employee Rights
Many different federal laws provide protections for employees in the workplace. Different federal agencies implement and enforce these laws.
As a business owner or employee, it’s easy to get frustrated trying to interpret these laws. Our lawyers at Ferraro Vega San Diego Employment Lawyers can offer the legal advice you need and deserve. To discuss your specific concerns in detail, call for a free consultation today.
Title VII of the Civil Rights Act of 1964
The Equal Employment Opportunity Commission (EEOC) handles cases involving Title VII of the Civil Rights Act of 1964. Generally, Title VII prohibits workplace discrimination based on certain protected classes, including race, color, religion, sex, and national origin.
While this law is decades old, it has evolved with time. For example, in 2020, the U.S. Supreme Court extended Title VII protections to LGBTQ+ workers. Employers may wish to update employment policies to provide for nondiscrimination based on sexual orientation or gender identity.
The EEOC also handles cases involving reasonable accommodation in the workplace. That includes reasonable accommodation for religious beliefs related to COVID-19 vaccination.
Fair Labor Standards Act
Wage and overtime disputes are common in the workplace. The Fair Labor Standards Act (FLSA) is a federal law that establishes rules regarding:
- Minimum wages
- Overtime pay
- Recordkeeping
- Child labor
- Tipped workers
The Department of Labor (DOL) enforces FLSA provisions and provides regulations implementing the law.
Laws Governing Employment Issues in California
In some cases, California labor laws provide even stronger workplace protections than federal law. For example, the California Fair Employment and Housing Act (FEHA) expands the list of protected classes covered by Title VII to include medical conditions, disability, and gender expression.
FEHA also applies to a wider range of employers. If your business has at least five employees, you must comply with FEHA. On the other hand, Title VII only applies to employers with 15 or more employees.
California Family Rights Act
The California Family Rights Act (CFRA) allows certain employees to take up to 12 weeks of paid or unpaid leave each year.
Employees can take CFRA leave to:
- Care for a newborn or newly adopted child
- Care for a sick relative
- Recover from an illness or medical condition that prevents them from working
While on CFRA leave, employees are entitled to keep their employer-sponsored health benefits.
COVID-19 Relief Laws
Both state and federal laws provided protections for employees struggling because of COVID-19. Those laws offered paid time off in addition to otherwise available sick and vacation time.
Many mandatory COVID-related paid leave provisions have now expired at the end of 2020. However, if you believe that your employer unfairly denied your right to paid leave under the law, you may have options. If you own a business, we can also help protect your rights and comply with your obligations.
At Ferraro Vega San Diego Employment Lawyers, we’re here to answer any questions you have. For legal counsel, call our law firm in San Diego to schedule your free initial consultation today.
Families First Coronavirus Response Act (FFCRA)
The FFCRA required employers to provide employees with paid time off to handle issues related to COVID-19.
You may have been entitled to paid leave under the law if:
- You worked for an employer with fewer than 500 employees
- You were diagnosed with COVID-19
- You were caring for a family member who had been diagnosed with COVID-19
The mandatory FFCRA paid leave provisions expired at the end of 2020. However, in 2021, employers have the option of continuing to provide paid leave in exchange for a federal tax credit. Employers can now also claim a tax credit for wages paid to employees receiving or recovering from COVID-19 vaccination.
The types of compensation available to employees whose rights have been violated can vary widely. Our lawyers can help you fight to recover everything you deserve. That may include unpaid wages, job reinstatement, and more.
California COVID-19 Supplemental Paid Sick Leave (SPSL) Law
Under the state-level supplemental paid sick leave law, California employees were entitled to 80 hours of supplemental paid sick leave for COVID-19-related reasons. This law expired on September 30, 2021. However, employees who were taking SPSL as of September 30 were allowed to continue receiving those benefits.
The California law applies to businesses with 26 or more employees. In other words, even if your employer wasn’t covered under federal law, you may be entitled to protections under the California SPSL law.
How Long Do I Have to File an Employment Claim in California?
While not every issue results in legal action, there are situations where you may wish to file a lawsuit or employment discrimination claim. If that’s the case, you don’t have an unlimited amount of time to act.
The precise deadline will depend on the circumstances of your case. For example, you must file an employment discrimination claim with the EEOC in as little as 180 days. Under California state law, you may have up to three years to take action.
Contact a San Diego Employee Counseling Lawyer for a Free Consultation
Do you have questions about your workplace rights and obligations in Southern California? Don’t wait to get legal advice. Our lawyers would be happy to sit down and discuss your questions. Call Ferraro Vega San Diego Employment Lawyers today to schedule a free consultation with an experienced San Diego employee counseling lawyer.