Injured? We Fight for What You Deserve
The paycheck you work so hard for should reflect every hour you put in. But across Los Angeles, employers cut corners in ways that cost workers thousands of dollars each year through unpaid overtime, missed meal and rest breaks, off-the-clock work, misclassification as exempt employees, and final paychecks that never arrive on time. Many employees don't realize these practices are illegal because they've become so normalized in their workplace. California has some of the most protective wage and hour laws in the country, and employers who violate them can owe you far more than just back pay. At My Lawyer Manwel, we've recovered compensation for workers whose employers thought they could get away with wage theft. If you're looking for a labor law wage and hour attorney in Los Angeles, learning how these violations work and what you're owed under the law is the first step toward getting the money that belongs to you. Keep reading to find out what California requires from employers and how to recognize when you're being shortchanged.
California overtime rules are stricter than federal law. Employers know these rules cost money, so they find workarounds. Some misclassify workers as salaried exempt when their job duties don't qualify. Others manipulate timekeeping systems to shave hours from records. A common tactic involves averaging hours across two weeks instead of calculating each week separately. That practice violates state law and cheats you out of compensation. An overtime wage and hour lawyer can review your pay stubs and time records to find out exactly where your employer shorted you. The math matters because small daily discrepancies add up to substantial losses over months or years. California also prohibits employers from requiring comp time instead of paid overtime. If your boss told you to take Friday off rather than pay you time and a half for Wednesday's extra hours, that arrangement doesn't comply with state requirements. An employment wage and hour lawyer in Los Angeles will calculate what you're actually owed and pursue recovery through the appropriate channels.
California mandates a 30-minute unpaid meal break when you work more than five hours. Your employer cannot require you to stay on premises during meal breaks, answer phones, monitor equipment, or remain on call. The moment they restrict your freedom during that 30 minutes, the break no longer counts as compliant. A labor law wage and hour attorney can help you document violations and calculate your total damages. Many workers don't track missed breaks because they assume nothing can be done. If you worked through lunch for a year, you're looking at over 150 hours of premium pay your employer owes you. Restaurant workers, retail employees, and warehouse staff face these violations at high rates because understaffing makes breaks inconvenient for management. Your employer's scheduling problems don't excuse their legal obligations.
Any task your employer requires or permits you to perform counts as compensable work, including setup time before your shift, cleanup after you clock out, mandatory meetings, training sessions, and travel between job sites during the workday. California law prohibits employers from accepting work without paying for it. The "I didn't ask you to do that" defense fails when your supervisor knew you worked extra and allowed it to continue. Security checks at the end of shifts count as work time. Answering emails from home after hours counts as work time. Waiting for equipment to boot up before you can clock in counts as work time. Your employer cannot round your hours in ways that systematically reduce your total pay. An employment wage and hour lawyer will examine your actual work patterns against your recorded hours to identify unpaid time. Many employers build these expectations into company culture so workers don't question them. The new hire sees everyone working through breaks or staying late without pay, and assumes that's just how things work here. It's not. California's Labor Code entitles you to recover unpaid wages plus interest, waiting time penalties, and attorney's fees.
You have two main paths to recover unpaid wages in California. The first runs through the Division of Labor Standards Enforcement, where you file a wage claim with the Labor Commissioner's office. You'll complete paperwork detailing your employer, your wages, and the specific violations you experienced. The DLSE assigns a deputy to investigate, and the process eventually leads to a settlement conference or hearing. The second path goes through civil court, where you or your lawyer files a lawsuit against your employer. Court cases can result in larger recoveries, especially when your employer violated laws affecting multiple workers. Class actions and representative claims under the Private Attorneys General Act create additional pressure on employers who engage in widespread violations. California gives you three years to file a claim for most wage violations, but waiting reduces your potential recovery because you can only claim wages from within that window. An overtime wage and hour lawyer will evaluate which approach makes sense for your situation based on the violations involved, the documentation available, and the total amount at stake. Gather your pay stubs, work schedules, time records, and communications about your hours before your initial consultation.
Employers count on workers staying silent and assume you won't check the math, won't know the law, and won't take action if you suspect something's wrong. Prove them wrong. If your paychecks don't reflect your hours, your breaks get interrupted and denied, or your employer misclassified you to avoid overtime, you have legal options that will put money back in your pocket. Contact a wage and hour attorney in Los Angeles at My Lawyer Manwel for a consultation. A wage and hour lawyer in Los Angeles from our team will review your records, explain your rights, and outline the compensation you can pursue. We've built our practice on holding employers accountable for the wages they owe. Call today and find out exactly what your employer owes.
At My Lawyer Manwel, we fight for your rights in personal injury and employment law. See what our clients say about working with us.
I contacted My Lawyer Manwel for help with an employment dispute, and I’m very pleased with the service I received. He was knowledgeable, honest, and supportive throughout the entire process. Manwel kept me informed and handled negotiations with confidence and professionalism. He made a difficult situation much easier to manage and achieved a positive resolution. I would not hesitate to recommend My Lawyer Manwel to anyone needing experienced and reliable legal representation.
My Lawyer Manwel was incredibly helpful during my personal injury case. After my accident, I felt stressed and unsure of what to expect. Manwel explained everything in simple terms and was always available to answer my questions. He handled the legal details with professionalism and care, allowing me to focus on recovery. The settlement he secured helped cover my medical expenses and eased my financial worries. I truly appreciate his dedication and highly recommend his services.
I had a great experience working with My Lawyer Manwel on an employment law matter. He listened carefully to my concerns and provided clear, honest advice. Manwel was always responsive and made sure I understood every step of the process. He handled my case professionally and worked hard to protect my rights. The outcome was fair and allowed me to move forward with confidence. I’m very grateful for his help and would recommend My Lawyer Manwel to anyone facing workplace legal issues.
My Lawyer Manwel provided excellent support during my personal injury case. From the beginning, he was professional, patient, and very knowledgeable. He took the time to explain my rights and the legal process clearly, which made me feel confident and informed. Manwel handled all communication with the insurance company and kept me updated throughout the case. His dedication and attention to detail truly stood out. Thanks to his hard work, my case had a positive outcome. I highly recommend My Lawyer Manwel to anyone needing a trustworthy personal injury attorney.
Don't sign without carefully reviewing all of the terms, including release of claims, non-disparagement clauses, and confidentiality provisions. You usually have the right to consult with an attorney who can negotiate better terms on your behalf.
Enforceability varies dramatically by state, with some banning them entirely and others enforcing them when reasonable in scope and duration. Recent legal trends have moved toward limiting these agreements. Having an attorney review your specific agreement is essential.
Most discrimination claims must first be filed with the Equal Employment Opportunity Commission or your state's equivalent agency before pursuing a lawsuit. Strict deadlines apply, often within one hundred eighty to three hundred days of the discriminatory act.
Misclassification occurs when employers label workers as contractors to avoid providing benefits owed to employees. The determination depends on factors like company control over your work, schedule flexibility, and who provides tools and equipment.
Numerous federal and state laws protect employees who report illegal activity, safety violations, or fraud from employer retaliation. Whistleblowers may be entitled to reinstatement, back pay, and other remedies if they face adverse employment actions.
Generally speaking, employers have some flexibility to modify duties and compensation, but they can't make any changes that violate contracts, discriminate, or constitute retaliation. Sudden changes following a complaint or protected activity may raise legal concerns.
A hostile work environment exists when unwelcome conduct based on a protected characteristic is pervasive or severe enough to create an intimidating or abusive workplace. This goes beyond occasional rudeness and must materially affect your ability to do your job.
Under the Fair Labor Standards Act, the majority of employees working more than forty hours per week must receive overtime pay at one and a half times their regular rate. However, certain exemptions apply based on salary level and job duties, which employers sometimes misapply.
Wrongful termination happens if an employee is fired in a way that violates federal or state laws, employment contracts, or public policy. Examples include being fired due to discrimination, retaliation for whistleblowing, or refusing to engage in illegal activities.
Federal and state law prohibit employers from retaliating against employees who report illegal conduct or file discrimination complaints. Retaliation can include termination, demotion, or creating a hostile environment. If you experience retaliation, you may have an additional legal claim.
Document every incident in detail. That includes dates, times, witnesses, and what occurred. Report the harassment through your company's internal complaint process and keep copies of all communications. If internal channels don't resolve the issue, consulting with an attorney is an important next step.
Workplace discrimination occurs when an employer treats someone unfavorably because of a protected characteristic like race, gender, age, religion, disability, or national origin. This can include hiring and firing decisions, promotions, pay, job assignments, and harassment.
If your health insurance paid for any treatment that's related to your injury, they may have a right to reimbursement from any settlement through a process called subrogation. Your attorney can often negotiate these liens down to maximize what you keep.
A settlement is an agreement that is reached outside of the court, where the at-fault party agrees to pay compensation in exchange for releasing liability. A verdict is a decision that's made by a judge or jury after a trial determines the outcome.
While you can represent yourself, insurance companies often take advantage of unrepresented claimants with lowball settlements. Studies show that injured individuals who hire attorneys recover significantly more compensation even after paying legal fees.
The timeline varies depending on the complexity of your case, the severity of injuries, and whether it settles or goes to trial. Simpler cases may resolve in a few months, while complex litigation can take several years.
You may still have options, including your own uninsured or underinsured motorist coverage if the incident involved a vehicle. An experienced attorney can identify all of the potential sources of compensation available to you.
Fault is normally established by examining evidence like police reports, medical records, witness statements, and expert testimony. Your attorney will investigate the circumstances to build a compelling case. In some states, you may still recover damages even if you were partially at fault.
First, get medical attention even if you feel okay, as some injuries don't show symptoms right away. Document everything, including photos of the scene and witness contact information, and avoid giving recorded statements to insurance companies before talking to an attorney.
Most personal injury cases are settled out of court via negotiations with insurance companies or the opposing party. However, if a fair settlement cannot be reached, taking your case to trial may be necessary to obtain the compensation you deserve.
Most personal injury cases are settled out of court via negotiations with insurance companies or the opposing party. However, if a fair settlement cannot be reached, taking your case to trial may be necessary to obtain the compensation you deserve.
Victims can recover damages for medical expenses, lost wages, emotional distress, pain, and suffering or loss of enjoyment of life. In cases involving egregious conduct, punitive damages may also be available to punish the wrongdoer.
Every state has a statute of limitations that sets a deadline for filing personal injury lawsuits, typically ranging from one to four years depending on where you live. Missing this deadline almost always means losing your right to pursue compensation, so consult with an attorney as soon as possible after your injury.
A personal injury case is when someone suffers harm because another party was negligent, reckless, or engaged in intentional misconduct. A few examples include car accidents, slip and falls, medical malpractice, and workplace injuries. If someone else's actions led to your injury, you may have grounds for a claim.