FAQs
No. Our firm represents employees in every industry in California, and the vast majority of employment laws apply equally to all employees.
But we also understand that bar and restaurant employees face certain issues more frequently than others. Sexual harassment is sadly still very prevalent, with many apparently believing that the social atmosphere and alcohol mean the normal rules don’t apply. Wage and hour compliance is generally poor across the industry, whether on industry-specific issues like tip pooling or more general concerns like meal and rest breaks or off-the-clock work.
We have a deep knowledge of these issues, as well as a demonstrated record of success helping hospitality workers win compensation for the violations they suffered. Our mission is to inform the industry of their rights and vindicate them when called upon to do so.
do you only represent bartenders/hospitality workers?
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How do i afford a lawyer?
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We represent employees on a contingency fee basis, which means you do not any pay attorney's fees upfront. Instead, our attorney's fees are charged as a percentage of what we recover on your behalf. If there is no recovery, there is no fee.
Every case is different, so we'll discuss the fee structure during your consultation and answer any questions you may have before you decide how to proceed.
Do you offer free consultations?
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Yes. We offer free, confidential consultations for employees who believe their workplace rights may have been violated.
During your consultation, we'll listen to your situation, answer your questions, and help you understand your legal options. There's no obligation to hire our firm after speaking with us.
Will I get in trouble with my employer for contacting you?
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Simply contacting an attorney to discuss your rights is confidential. In most situations, your employer will not know that you've reached out to us unless you choose to move forward with legal action or authorize us to contact them on your behalf.
California law also protects employees from retaliation for asserting many workplace rights. If you're concerned about retaliation or protecting your privacy, let us know during your consultation. We'll discuss your options and explain what you can expect.
No.
California is an at-will employment state, which generally means an employer can terminate an employee at any time, with or without notice. However, there are important exceptions.
For example, an employer cannot terminate someone because they reported harassment, complained about unpaid wages, took protected medical leave, served on a jury, or because of unlawful discrimination based on a protected characteristic.
If you were fired and believe the reason was unlawful, it's worth speaking with an employment attorney to understand your rights.
Does "at-will employment" mean I can be fired for any reason?
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Can I sue my employer if I still work there?
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Many employees believe they must quit before speaking with an attorney, but that's not always the case. Depending on your situation, you may have legal rights while you're still employed.
If you're experiencing harassment, retaliation, unpaid wages, discrimination, or another workplace issue, it's often helpful to understand your rights before deciding whether to resign or take other action.
The answer depends on the type of claim.
Different employment law claims have different deadlines, and in some situations you may need to take certain steps before filing a lawsuit. Missing a deadline could affect your ability to pursue a claim.
If you believe your workplace rights have been violated, it's important to speak with an employment attorney as soon as possible so you can better understand your options and any applicable deadlines.
How long do I have to file an employment claim in California?
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If you believe you were terminated after reporting harassment or another unlawful workplace issue, try to preserve any evidence you have.
This may include emails, text messages, performance reviews, schedules, pay records, or notes about what occurred. It's also helpful to write down a timeline of events while they're still fresh in your memory.
California law protects employees from retaliation in many situations. Speaking with an employment attorney can help you better understand whether your rights may have been violated.
What should I do if I was fired after reporting harassment?
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No. California has specific laws governing employee tips, and generally tips are the property of the employee who received them. Tip sharing arrangements can be permissible, but managers and owners cannot receive any share of others’ tips. Managers and owners may receive tips paid to them if they tend bar or wait tables.
If you believe your tips were improperly withheld, distributed, or taken, we encourage you to speak with an employment attorney to better understand your rights under California law.
Can my manager keep my tips?
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Don't worry if you don't have every document. We'll discuss your situation regardless.
If available, it may be helpful to bring:
Pay stubs or payroll records
Your termination letter, if applicable
Employee handbook or workplace policies
Emails or text messages related to your concerns
Performance reviews or disciplinary notices
A timeline of important events
The names of any witnesses, if applicable
The more information you have, the better—but don't let missing documents prevent you from reaching out.
What information should I bring to my consultation?
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Didn't Find the Answer You Were Looking For?
No two workplace situations are exactly alike. If you're unsure whether your employer acted lawfully, or you simply want to better understand your rights, we're happy to help. Schedule a free, confidential consultation, and we'll listen to your situation, answer your questions, and explain your legal options.