RIVERSIDE COUNTY LABOR LAWYER

The Employment Lawyers Group only represents employees. Labor lawyers are generally in business for either the employee, or the employer. Law firms that handle both employee and employer representation are usually not the strongest for either side. Besides being on shifting grounds, these law firms lack allegiance or a mission towards a particular side. Since 1993, the Employment Lawyers Group has only represented employees. Name an industry and job, other than employees paid by the government, and we have had the case.

Labor lawyers for non-government employees generally come on the scene once the employment is over. However, it is feasible to obtain an attorney on a contingency for an employee suing their existing employer in the event of unpaid wages, sexual harassment, and work injuries. A large part of our practice involves representing employees in cases of wage theft and sexual harassment.

Labor lawyers on a contingency are litigation lawyers who file lawsuits in arbitration or court. They are generally not available for paid consultations and general advice. If you are ready to start a lawsuit against an employer call 951-367-1000.

California labor law is a broad term encompassing not only wage and hour law, but also cases involving job terminations due to protected characteristics such as age, disability, pregnancy, race, and sexual harassment. Labor laws exist for legal wrongs in the workplace for which an employee has suffered emotionally, lost wages, not been paid, or was injured at work. These are damages. Cases without damages are not feasible. In addition, cases involving writeups, mean coworkers, and disputed performance problems are not legal wrongs if the employer is a private employer. Union workers and employees who work for the government may have rights, but those are not the kind of labor cases the Employment Lawyers Group services.

The body of labor law concerning wages is extensive. Most provisions relied upon in California legal cases comes from the California Labor Code. There are also provisions in the Government Code pertaining to rights in the workplace. In addition to rules about overtime pay, meal breaks, minimum wage, rest breaks, prevailing wage, the payment of final wages when employees are fired or quit, there are a number of California Labor laws that may create penalties but not direct damages for employees. These penalties come in the way of Private Attorney General (PAGA) lawsuits. The Employment Lawyers Group has had multiple PAGA only settlements in the $350,000-$500,000 range. Many firms settle these kind of cases for $5,000-50,000.

We have also had controlled standby cases that settled for close to $1,000,000. Other law firms do not even take cases about standby pay. For prevailing wage, we had one $350,000 and another for $800,000. Most law firms do not handle prevailing wage cases because they think they are too hard. We have recovered hundreds of thousands of dollars for single employees in cases involving minimum wage, meal breaks, and overtime when many lawyers settle those kind of cases for $20,000.

There are also penalties that go directly to the employee such as penalties for paystubs that do not properly show the number of hours worked and all applicable rates of pay, and the failure to pay final pay on time.

The California Labor Code has a number of provisions creating employee rights. These rights include sick pay, employee sick leave, and the right to a safe work environment that is not unhealthy.

Please call 951-367-1000 to start a case against your employer

The Employment Lawyers Group’s lawyers have represented employees for many decades. Lead Counsel, Karl Gerber has been representing employees since 1993. Besides Riverside County cases in cities such as the Moreno Valley, Menifee, Perries, Hemet, or Palm Springs, Karl Gerber has handled cases throughout California in all of the Southern California Counties, Kern County and all of the major counties in Northern California. The attorneys at the Employment Lawyers Group do the legal work; not paralegals or high school graduates perhaps illegally called, “Case managers.” Our law firm is not a revolving door. The attorneys will not change.

Realistically, employee labor lawyers have to take the cases on a contingency. This means we are not paid unless we collect money from the employer. Yes, we will take a percent if your case settles. If your cases goes to trial and we win the employer will have to pay your attorney fees for most cases, and we will not take a percent. If we are willing to take your case, we will perform very costly legal work for you that you will not be billed for. We will also advance significant litigation costs. We do this because employees cannot afford to pay for legal services by the hour, or advance costs. We also do this because it has worked out for over 30 years. While it is a long term commitment on our part, if we take a case we feel we will be able to produce an outcome that enables the client to receive significant money while paying a modest legal fee to our firm. We put the client’s interest above ours, and very well may obtain less per hour than it costs to pay the staff that works on the case. If this is what you want, call 951-367-1000. If not, call a big mill with lots of inexperienced lawyers, and staff who will do legal work they should not, with the ultimate goal of settling your case for peanuts in order to pay overhead or earn a bonus.

What’s a labor law settlement at the Employment Lawyers Group look like:

• $1,150,000 for unpaid commissions
• $875,000 for 4 oil service workers on call
• $800,000 for prevailing wage
• $800,000 for emergency service workers on call
• $800,000 for a few employees mis-classified as independent contractors
• $775,000 for minimum wage care givers
• $750,000 for sub-minimum wage pay
• $675,000 for sexual harassment
• $672,500 for sexual harassment at a restaurant
• $500,000 for a few oil rig workers
• $460,000 for security officers missing wages
• $450,000 for two low voltage techs on call
• $400,000 for a few healthcare workers denied meal breaks
• $400,000 for unpaid meals, expenses for 2 big box retail workers
• $360,000 for a few hotels workers not given meal breaks
• $350,000 for prevailing wage
• $350,000 overtime at wrong rate for one oil driller
• $350,000 unpaid wages for one surgical nurse
• $307,345 for two communication workers on call
• $305,000 for two hospital communication workers on call

Many sexual harassment settlements and verdicts in the $200,000-$500,000 range

Many arbitrations and trials for wages