Employment Attorneys for California Professionals and Business Services Industry

A Leading Law Firm for California Professional’s and Business Services

Employment law is a very nuanced and complex area filled with many choices.  Often, attorneys much prove that an employer’s acts or behavior had discriminatory intent.  The higher level the employee, the more difficult it is to prove a case.  That is why employees in the consulting, professional and business fields have relied upon Stephen Danz and Associates to represent them and protect their rights.

The attorneys and support staff, as well as co-counsel, are a powerful legal team on your side.  We even the field when it comes to taking on the large employers and their defense counsels.  California’s professional and business services industry plays a leading role in innovation.  It is also one of the largest industries in the United States.  Accordingly, employees who face discrimination, retaliation, harassment, wrongful termination or related employer prohibited activity, should seek the help of specialized, competent and knowledgeable California employment lawyers.  The attorney you trust should have the experience and fortitude to stand against the largest defense firms, and not be concerned about litigation.

Our leadership has practiced law in California for five decades.  Accordingly, the experience, resources, and years of litigation prepared us to fight for your legal rights in California’s state and federal courts.  The team focuses only on employment law and therefore can provide clients with maximum compensation and most favorable results.  This is critical as employment laws constantly change – whether it is the types of charges, defenses, deadlines, or court rules.  Trust our team for its transparency, knowledge and constant communication.   Below, we list several recent common COVID-19 questions we got from clients.  Each situation is unique.  Therefore, we encourage you to call us to discuss your case.

My employer fired me and has not paid me my last paycheck. What are my rights?

  • Employees generally must be paid on the regular payday corresponding with a particular pay period. However, under certain circumstances, the date when employees must be paid is accelerated, such as if the circumstances of the business closure trigger “final wages” or “termination pay” requirements under state law. Those requirements also may encompass things like the value of accrued but unused paid vacation.
  • The FLSA and state and local wage and hour laws generally require that exempt employees receive their full salary for any week they perform any work. If operations cease mid-week, for example, exempt employees still must be paid their full salary for that week (special pro-rata rules apply to an exempt employee’s final week of work if their employment is terminated).
  • There is no federal law requiring immediate payment; however, it may be required by state law.

My employer cut my hours and now I can only work part time or during limited shifts. Do I have any rights?

  • Yes. Employers can cut hours and reduce shifts with some conditions. However, there must be a good faith reason for such actions. Pay rate changes should be prospective and state and local law may require advance written notice of those changes.
  • Nonexempt employees still must be paid at least the applicable federal, state, or minimum wage and overtime compensation and exempt employees still must satisfy the minimum compensation level for exemption.
  • For exempt employees, the pay rate change also should be made on a weekly basis (that is, not changed mid-week) to satisfy the requirement that they receive their full weekly salary for any week in which they perform any work.
  • State and local law may also impose restrictions on changes to hours or work schedules. For example, state and local predictive scheduling or fair workweek laws may apply if an employer reduces hours or changes posted work schedules. Employers should also consider whether certain events trigger exceptions to those requirements, either as part of existing legislation or when adopted by state or local governments on a temporary or emergency basis.
  • Employees who are laid off, terminated, furloughed, or experience a qualifying reduction in hours may be eligible for unemployment insurance benefits under state and federal laws.