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Pomona, California, sits in eastern Los Angeles County and recorded a population of 151,713 residents in 2020. According to the City’s 2022 Comprehensive Financial Report, the top employers in Pomona include:
- Pomona Valley Hospital—3,976 employees;
- Pomona Unified School District—3,879 employees;
- California State Polytechnic University, Pomona—2,659 employees;
- City of Pomona—598 employees;
- Lereta, LLC— 395 employees; and
- Mount San Antonio Gardens—350 employees
Any employer can commit an employment law violation, whether intentionally or accidentally. If you suffered losses due to your employer’s actions, contact Lawyers for Justice, PC, today to discuss your case.
Practice Areas
Our Lawyers for Justice, PC, team knows how to navigate various employment law claims. The types of cases we handle include:
- Wrongful termination,
- Workplace discrimination,
- Hostile work environment,
- Sexual harassment,
- Wage and hour disputes,
- Workplace injuries,
- Catastrophic personal injuries, and
- Consumer rights.
An employment law attorney in Pomona at Lawyers for Justice can listen to your story and build a case that maximizes your recovery.
Overview of Pomona Employment Law Issues
Our team handles a variety of different employment law cases. We detail some common employment law claims below.
Workplace Injuries
California law requires certain employers to carry workers’ compensation insurance to cover their workers should a workplace injury or illness occur. It does not matter whether someone is at fault for the injury.
The benefits pay for:
- Medical expenses necessary to diagnose and treat the work-related injury or illness;
- Permanent or temporary wage replacement payments; and
- Vocational services, including training, education, and support if you need to transition to a new position.
Workers’ compensation benefits continue until the employee can return to work. Workers’ compensation will not cover your injury if it does not happen at work. Thus, you will need as much evidence as possible to help establish that your injury occurred at work. Causes of workplace injuries and illnesses include:
- Slipping on a wet floor;
- Falling off an elevated surface;
- Ingesting hazardous materials on a job site;
- Lifting heavy objects; and
- Being struck by a piece of equipment.
An attorney can help you build a workers’ compensation claim or fight a wrongful denial of benefits.
Wage and Hour Disputes
California law outlines minimum requirements for wages, allotted breaks, and scheduled hours. California employers must comply with wage laws by paying employees at least the minimum wage for every hour they work.
Additionally, employers must pay overtime (time and a half) to non-exempt employees who work more than 8 hours a day or more than 40 hours a week. Sometimes, employers incorrectly label employees as independent contractors to avoid paying lawful wages.
Family and Medical Leave Violations
Federal and California state law grants qualified employees certain forms of family and medical leave under the following:
- The California Family Rights Act(CFRA),
- Pregnancy Disability Leave(PDL), and
- Family and Medical Leave Act(FMLA).
The FMLA and CFRA give employees the right to take up to 12 weeks unpaid leave to care for a seriously ill family member, yourself, or a newborn child. The employee must satisfy various requirements to qualify for CFRA and FMLA.
The PDL offers employees four months of leave when incapacitated from pregnancy or childbirth. California employers cannot retaliate against an employer who utilizes family or medical leave.
Contact a qualified employment attorney to discuss your case if your employer discriminates against you because you take medical or family leave.
Statute of Limitations on Employment Lawsuits in Pomona, CA
The statute of limitations is when you can file a lawsuit against your employer. This period varies based on the nature of the alleged violation and the circumstances surrounding the incident. You have three years to file an administrative complaint with the California Civil Rights Department (CRD) if an employer terminates you for invoking or exercising a right under the Fair Employment and Housing Act (FEHA).
The CRD can issue a right-to-sue letter extending the statutory period by another year. Employees terminated by their employers in violation of California’s Worker Adjustment and Retraining Notification Act (WARN) are subject to a three-year statute of limitations. The WARN Act requires certain employers to give employees at least 60 days’ notice before a mass layoff, plant closure, or significant relocation.
Breach of an oral contract has a two-year statute of limitations, and breach of a written contract has a four-year statute of limitations. The statute of limitations for unpaid wage claims is three years after non-payment occurs.
Contact an Employment Attorney in Pomona at Lawyers for Justice
Our attorneys at Lawyers for Justice have over a decade of experience fighting for workers wronged by their employers. Our team will do whatever it takes to recover the compensation our clients deserve.
Do not put your case in the hands of an inexperienced employment attorney when your livelihood is at stake. Contact our office today to talk to an employment lawyer in Pomona.
