Employers all too often get away with these unlawful practices and procedures. However, over the years, Los Angeles Employment Lawyer David Bibiyan and the team at Tomorrow Law™ has developed successful strategies to deal with these violations of law that have helped efficiently resolve disputes against employers and in favor of employees. Whether your issue is resolved through aggressive litigation or zealous negotiations, our goal is to facilitate the legal process and provide employees the justice they deserve.
A few examples of the creative solutions we have provided employees across California are as follows:
- A worker terminated from an aerospace parts maker that he was terminated from his employment in an unfair manner. We did further research and learned that not only he, but thousands of over employees, seemed to have a few minutes shaved off their pay each day due to unlawful rounding. Also, we saw that employees often had shortened or missed breaks. That employee became the class representative of a class action that resulted in the recovery of millions of dollars for the thousands of employees that worked for the employer and temporary agencies placing employees with it.
- A worker served as a store manager of one of many stores. After receiving surgery, her employer refused to schedule her to work anymore. The store manager found us to bring a wrongful termination suit. We noticed that not only did it seem that her disability caused her termination, but we also noticed that the store manager at each store was paid a salary without any overtime pay or pay for missing breaks. We further noticed that store managers did a lot of the same work as the other store employees that were entitled to overtime pay and pay for missed breaks. Not only did we recover a six-digit amount for her termination on the basis of disability, but we also recovered over a million dollars for the store managers for their potential misclassification as salaried exempt employees. The chain of stores also agreed to change their practices so that the managers were paid for overtime and breaks moving forward.
- A hospital employee began feeling physical symptoms from years of working the night shift. When her doctor temporarily restricted her from working the night shift, the hospital terminated her employment. It said the reason it stopped scheduling her was because there were no positions available in the morning of afternoon shift. When we took the Human Resource director’s deposition, she admitted that the hospital did not check with other employees to see if they would switch positions with her; did not offer them more pay to switch with her; did not check to see if she could fulfill other positions for the hospital; and did not provide her with time off to see if her physical symptoms would heal so she could return to the night shift. We recovered a mid-six digit settlement for the hospital employee almost exclusively for emotional distress she suffered from the termination.