1. If you were given the option of either quit or be terminated and you have any type of documentation, even informal, such as an email presenting...

What the attorney refers to himself / herself is, i.e. the label, doesn't determine their expertise and whether they are appropriate to handle your...

This type of termination involves several specific risks due to (1) the timing of leave relative to termination, which at least implies that the...

There is not much you can do about this type of vindictive behavior, which is unfortunately not uncommon, except for telling your side of the story...

If you get another job before being separated from this employer, and you will continue being compensated by either employer, you will not qualify...

Yes, as long as you don't name new parties which would generally not relate back, subject to a few limited exceptions.

In additional to the other two attorneys good advice - it's not clear why your attorney is doing what he is doing but the important part is that he...

You should definitely tell your employer about your knee and about your difficulty performing your job duties and request an accommodation to which...

There is no strict formula for calculating damages. You should discuss your evidence and your potential case with an experience local employment...

Since DFEH process is generally a formality that very rarely results in any meaningful outcome, it's not necessary to disclose any witness...