The Southern California Employment Law Group

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Wage & Hour Disputes

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Do California Wage And Hour Laws Apply To Me?

The majority of individuals put forth a lot of effort to make a living. Employees must be compensated for their efforts. Employers are typically required to:

  • Pay employees at least minimum wage.
  • Compensate employees for necessary business expenses.
  • Make timely payments of wages to their workers.
  • Pay employees their accrued and unused vacation time at the time of termination.
  • Provide employees with accurately written pay stabs for each pay period.
  • Provide employees with their meals and rest breaks.
  • Pay overtime and double-time pay when necessary.

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Meal And Rest Break Violations

When it comes to meal and rest intervals, many employees are uninformed of their rights. If you work more than 5 hours in a workday, you are entitled to at least a 30-minute meal break under California law (which is significantly more favorable to employees than federal labor law). A second lunch period must be supplied no later than the conclusion of the employee’s tenth hour of work when an employee works for more than 10 hours.

Employees must be released of all duties for the duration of the 30-minute meal hour and must be allowed to leave the workplace. Employees may not be stopped or discouraged from taking meal or rest breaks by their employer. By pressing employees to fulfill their jobs in ways that omit breaks, employers cannot undercut the meal and breach the law (e.g., through a scheduling policy that makes breaks very impractical).

Employers and workers can agree to an “on duty” lunch period under extremely limited situations. Only when the nature of the work precludes the employee from being freed of all duties and when an on-the-job meal period is agreed to in writing between the employer and the employee will on-duty meal periods be authorized.

Why Hire Us?

We only get paid if we get you a settlement or a judgement!

Most companies and managers who participate in age discrimination do not confess their actual motivations and instead try to explain their actions by blaming non-age-related concerns such as poor employee performance, downsizing, staff cutbacks, or corporate reorganization. Even if there is no “smoking gun” evidence of age discrimination, victims of prejudice can frequently substantiate their claims using circumstantial or indirect evidence. 


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Our Attorneys Handle All Types Of Wage And Hour Claims

  • Overtime pay
  • Vacation pay
  • Independent contractors
  • Misclassification of employees as “exempt”
  • Working “off-the-clock”
  • Rest break and meal break payment
  • Forcing employees to be “on-call” without pay

How To Choose The Best Lawyer For Wage And Hour Claims In California?

Choose the best lawyer for your wage and hour claim in California by following these steps to find the right attorney for your needs.

  • Look for attorneys with expertise in wage and hour claims in California. You may find such attorneys by searching online, checking with the local Bar Association or by seeking referrals from friends or colleagues who have experience in such claims.
  • Look for attorneys who have experience representing employees in wage and hour claims in California. An attorney with experience in such cases will know the intricacies of the law and the process involved, which can help ensure that your case is handled effectively.
  • Check the attorney's track record in handling wage and hour claims. Look for information about the attorney's success rate in these cases, as well as the outcomes of previous cases the attorney has handled.
  • Consider the attorney's communication skills. You will want an attorney who is responsive, communicative, and keeps you informed about the status of your case. Make sure to ask about the attorney's availability and responsiveness before hiring them.
  • Evaluate the attorney's fee structure. Some attorneys charge an hourly rate, while others only receive payment if they win your case. You should understand the fee structure before hiring an attorney and ensure that it is fair and transparent.
  • Consider the attorney's reputation in the legal community. Look for reviews or testimonials from past clients or colleagues who have worked with the attorney.
  • Schedule a consultation with the attorney to discuss your case. During this meeting, you can ask questions about the attorney's experience, approach, and how they would handle your case. This will also give you an opportunity to evaluate whether the attorney is a good fit for you personally.
  • Trust your instincts. Ultimately, you should choose an attorney who you feel comfortable working with, and who you believe will work tirelessly to achieve the best possible outcome for your case.

Employment Rights Attorneys in LA

We are committed to standing up for the rights of all workers, whether blue or white-collar, and we are ready to put our extensive resources to work for you to help you get the compensation and justice you deserve if you have been wronged on the job. Do not hesitate to get in touch with us.

Sexual Harassment

Harassment on the basis of a person's refusal to engage in sexual activity can take many forms, ranging from unwanted sexual advances to the denial of employment opportunities.

Whistleblower Retaliation

Whistleblowers are employees who report the unlawful actions of their employer to the proper authorities. Whistleblowers are legally protected from employer retaliation..


Were you illegally discriminated against at work based on your age, race, religion, or gender? Were you denied a promotion or fired based on these factors?

(FMLA) & Disability

We assist workers who have been mistreated because of their disabilities or denied leave under the FMLA. Meet with our attorneys today if you need help..

Wrongful Termination

We hold employers accountable who fire employees for illegitimate and illegal reasons. Contact us whether your employer created a hostile work environment or fired you..

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Frequently Asked Questions

A: Age discrimination is treating an individual unfairly or differently because of their age. This can include denying employment, promotions, or training opportunities based on age.

A: In the United States, the Age Discrimination in Employment Act (ADEA) prohibits employment discrimination against individuals who are 40 years of age or older. Some states may have additional laws protecting against age discrimination.

A: Yes, age discrimination can occur during any stage of the employment process, including hiring. For example, an employer may choose not to hire someone based solely on their age, even if they are otherwise qualified for the position.

A: If you believe you have been a victim of age discrimination, you should speak with an employment lawyer or file a complaint with the Equal Employment Opportunity Commission (EEOC). The EEOC investigates claims of discrimination and may take legal action against employers who violate anti-discrimination laws.

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Lisa B.
Lisa B.
From beginning to end the team at this firm were responsive, professional, and most of allCARING! I WILL RECOMMEND this firm to anyone having issues with an employer. Andrew Doroitt and his team are AWESOME!
Miguel C.
Miguel C.
Atty Zelma is very helpful and very knowledgeable in labor disputes. Very approachable and really keep me updated of what is going on and guided me what to do. The support staff were also very helpful and very fast in answering your questions. I am very happy of my case and I would recommend him to colleagues and friends.
Pamela R.
Pamela R.
I highly recommend southern California labor law group especially attorney Michael Zelman he was fantastic in handling my case of unlawful termination his staff of Paralegal's were very kind courteous and professional and handling all matters of my case I was very satisfied with the results achieved using Michael Zelman of Southern California Employment Law Group
Chris M.
Chris M.
Michael and Eric represented me in 2017.  They quickly assimilated the details of my case.  Proposed an action plan and acted quickly to make progress.  They were diligent and creative.  I was impressed.  I recommend them without hesitation.

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