Employment Law
Paul-Cheng Law Firm advises employers in all Los Angeles employment-related matters. Our attorneys defend employers in administrative hearings and litigation matters icluding but not limited to wrongful termination, unlawful harassment, discrimination, wage and hour violations, breach of employment contracts, misappropriation of trade secrets, interference, defamation, invasion of privacy, and infliction of emotional distress.
We also defend wrongful termination claims under California Labor Code §132a made within the workers’ compensation system. The Employment Law Department further defends employers charged by state or federal government agencies for alleged violations of labor and employment laws, such as wage and hour, employment discrimination and harassment.
Main Practices
- Employee-Employer Relations
- Workplace Injury
- Unemployment Insurance/Wrongful Termination
- Wage And Hour Law
- Harassment
- Risk Assessment
litigation process
Litigation process commences with determining problems and rights and our law firm can assist it. The deadline for filing with the EEOC is 180 days from the discriminatory act. After claiming your complaint, we will investigate the claim by contacting your employer, interviewing witnesses, visiting the jobsite, requesting documents, etc. Your employer is prohibited from taking action against you for filing a complaint or complying with an EEOC investigation. This is known as “retaliation” and can subject the employer to additional liability.
If there is a state or local agency with anti-discrimination authority, the EEOC will not take any action for 60 days in order to give the other agency time to act. In certain situations, the time for filing an EEOC claim may be extended to 300 days.
Counseling for employment law
Paul Cheng Law Firm provides advice, drafts documentation and assists in implementation of policies and procedures pertaining to interviewing, recruitment and hiring, evaluations, discipline, termination and maintenance of personnel files. We assist employers in complying with state and federal wage & hour laws, workers compensation and unemployment statutes, employment drug testing, compliance with Title VII of the Civil Rights Act of 1964, the Americans with Disabilities Act (ADA), the Fair Employment and Housing Act, and with the federal and state WARN acts.
