San Diego Labor & Employment Lawyers
Our Employment Law practice offers comprehensive legal guidance to both employers and employees, ensuring fair treatment and compliance with ever-evolving labor regulations. Our seasoned attorneys bring decades of experience to navigate complex workplace issues, from contract negotiations to litigation. We pride ourselves on providing tailored solutions that protect our clients' interests while fostering positive work environments. Our services include:
- Discrimination and harassment claims
- Wage and hour disputes
- Wrongful termination cases
- Employment contract drafting and review
- Workplace policy development and implementation
- Severance agreement negotiations
- Compliance with state and federal labor laws
- Employee handbook creation and updates
- Non-compete and confidentiality agreements
- Representation in employment-related litigation
Are you ready to have a skilled team to advocate on your behalf to level the playing field?
Don’t delay contact Samuel M. Salom, Attorney at Law.
Employment Law
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Employment Law: Frequently Asked Questions
Quick answers to common questions. General information only, not legal advice.
Do California employers need harassment prevention training?
Yes. Employers with five or more employees must provide sexual harassment prevention training every two years: at least two hours for supervisors and one hour for non-supervisory employees, with new hires and newly promoted supervisors trained within six months.
Do employers have to pay out unused vacation in California?
Yes. Under Labor Code section 227.3, earned vacation is treated as wages and must be paid out at the employee's final rate of pay when employment ends. Use-it-or-lose-it policies are not allowed, although reasonable accrual caps are.
Can an employer require an arbitration agreement?
Generally, yes. Mandatory arbitration agreements are commonly enforced under the Federal Arbitration Act, but they must be fair to be enforceable. Federal law also lets employees keep sexual harassment and sexual assault claims in court despite an arbitration agreement.
When is a final paycheck due in California?
When an employer fires an employee, final wages are due immediately. When an employee quits with at least 72 hours' notice, wages are due on the last day; otherwise within 72 hours. Late final pay can trigger waiting time penalties of up to 30 days of wages.