Los Angeles Wrongful Termination Lawyer

August 10, 2020 Azadian Law Group Wrongful Termination

Wrongful Termination Lawyers in Los Angeles, CA

The Los Angeles wrongful termination lawyers at Azadian Law Group, PC know that a wrongful termination can significantly impact an employee’s life. In addition to causing financial stress, wrongful terminations can also result in emotional distress and possibly even damage someone’s professional reputation and career.

At the Azadian Law Group, PC, our wrongful termination attorneys are dedicated to standing up for employees’ rights and holding employers accountable for illegal dismissals. Focused on providing aggressive legal advocacy, our Los Angeles wrongful termination attorneys are ready to help you fight for the maximum possible recovery if you have been the target of wrongful termination.

Mr. Azadian has recovered over $100,000,000 for his clients. He is regarded as among the best Los Angeles employment law lawyers. His philosophy to employment litigation is that you have been both very reasonable and extremely aggressive. “I simply won’t stop until I get my client a good result. These corporations have put these employees and executives through so much that I am thrilled to give them back their power and voice.”

Mr. Azadian carefully evaluates employment cases to determine if termination is illegal. Based on his experience gained through personally litigating hundreds of employment cases, he is able to provide clients with a detailed strategy and tailor the approach taken to meet the client’s specific needs. Mr. Azadian understands that some employees are fine with going through a lawsuit, while others may heavily prefer severance negotiations and he discusses all options with potential clients to ensure they have a smooth experience.  “I understand that 99% of my client have never sued a company before and will never likely sue a company again. It is my job to get them the best result possible and ensure they are comfortable with the process.”

WHAT IS WRONGFUL TERMINATION?

California is an “at-will” employment state. This means that, when employees don’t have an employment contract detailing grounds for termination, they are presumed to be “at-will” employees.

At-will employees may be terminated for any (or no) reason, so long as it’s not illegal. Generally, illegal reasons for firing at-will employees involve terminations stemming from or related to:

  • Discrimination, such as racial discrimination, gender discrimination, pregnancy discrimination, age discrimination, and disability discrimination
  • An employee exercising his or her rights, including the right to blow the whistle on an employer’s illegal or fraudulent actions or refusing to participate in such actions.

WHEN WRONGFUL TERMINATION OCCURS: COMMON EXAMPLES OF WRONGFUL TERMINATION IN LOS ANGELES, CA

“Wrongful termination cases typically arise when an employer retaliates against an employee for . . . reporting an alleged violation of a statute of public importance.” See Gould v. Maryland Sound Indus., Inc., 31 Cal. App. 4th 1137, 1147 (1995). Some common and more specific examples of wrongful termination include (but are not necessarily limited to) being fired or dismissed from a job as a result of:

  • Complaining about workplace hazards or safety issues
  • Reporting workplace discrimination or harassment
  • Requesting reasonable disability accommodations (for disabled workers)
  • Taking medical leave, such as disability leave
  • Refusing to engage in an employer’s fraudulent practices
  • Refusing to lie to a government agency on behalf of an employer
  • Reporting an employer’s illegal actions, such as fraud, to government authorities (i.e., whistleblowing or blowing the whistle on an employer)

Even where the employee is mistaken (meaning their complaint is not factually valid), they are still protected against retaliation as long as they reasonably believed their complaint was justified. See Nosal-Tabor v. Sharp Chula Vista Med. Ctr., 239 Cal. App. 4th 1224, 1242 (2015) (reversing summary judgment in favor of the employer and finding that wrongful termination based on Labor Code section 1102.5(c) because a reasonable juror could find that the employee/nurse was retaliated against for refusing to lead a cardiac stress test, which the nurse/employee believed should be led by a doctor and was not within a nurses scope of practice); see also Barbosa v. IMPCO Technologies, Inc., 179 Cal. App. 4th 1116, 1123 (2009) (“The public policy behind § 6310 is not merely to aid the reporting of actual safety violations it is also to prevent retaliation against those who in good faith report working conditions they believe to be unsafe. As long as the employee makes the health or safety complaint in good faith, it does not matter for purposes of a wrongful termination action whether the complaint identifies an actual violation of other workplace safety statutes or regulations.”); Yanowitz v. L’Oreal USA, Inc., 36 Cal. 4th 1028, 1043 (2005) (“It is well established that a retaliation claim may be brought by an employee who has complained of or opposed conduct that the employee reasonably believes to be discriminatory, even when a court later determines the conduct was not actually prohibited by the FEHA. . . . A rule that permits an employer to retaliate against an employee with impunity whenever the employee’s reasonable belief turns out to be incorrect would significantly deter employees from opposing conduct they believe to be discriminatory.”)

Elaborating more on this issue, the following answers some common questions about wrongful terminations and employees’ rights in Los Angeles, California.

RETALIATION IS NOW THE MOST COMMON FORM OF ILLEGAL EMPLOYMENT ACTION TAKEN BY EMPLOYERS

In August 2016, the Equal Employment Opportunity Commission (EEOC) released its final Enforcement Guidance on Retaliation and Related Issues. The guidance replaces EEOC’s 1998 Compliance Manual on retaliation and clarifies the agency’s perspective on what constitutes retaliation under the Title VII of the Civil Rights Act of 1964, the Age Discrimination in Employment Act (ADEA), Title V of the Americans with Disabilities Act (ADA), the Equal Protection Act (EPA), Title II of the Genetic Nondiscrimination Act (GINA), and Section 501 of the Rehabilitation Act.

The effective date of the new guidance was August 29, 2016. The last time retaliation guidance was provided by the EEOC was in 1998. In a statement related to releasing the new guidance, EEOC Chair Jenny R. Yang: “Retaliation is asserted in nearly 45 percent of all charges we receive and is the most frequently alleged basis of discrimination.”

The EEOC retaliation guidance is very important in the sense that the guidance is largely based on Supreme Court and the lower court rulings regarding employment-related retaliation.  See EEOC v. New Breed Logistics, 783 F.3d 1057, 1067 (6th Cir. 2015) (“Great deference” is given to the EEOC’s interpretation by Courts.)

What Specific Laws Prohibit Retaliation?

For purposes of EEOC enforcement, the following Federal Laws prohibit retaliation:

  • Title VII of the Civil Rights Act of 1964
  • Age Discrimination in Employment Act (ADEA)
  • Americans with Disabilities Act (ADA)
  • Rehabilitation Act
  • Equal Pay Act (EPA)
  • Genetic Information Nondiscrimination Act (GINA)

Other Federal laws outside of the EEOC’s responsibilities also prohibit retaliation, including:

Sarbanes-Oxley Act (protects employees of public companies who “blow the whistle” by reporting conduct that they reasonably believe constitutes a violation of federal law relating to financial, securities or shareholder fraud).

Dodd-Frank Act (provides protection to whistleblowers by prohibiting retaliation by employers against individuals who provide the SEC with information regarding potential securities violations).

Also, California state employment laws provide numerous additional protected activities, including complaints about unsafe working conditions, refusal to participate in illegal activity, complaints about unsafe patient care, and complaints about defrauding the government (to name a few).

PROTECTED ACTIVITY GENERALLY TAKES TWO FORMS

“Protected activity” refers to actions an employee takes that are protected against retaliation by his or her employer. These protected activities can be broken down into two broad categories: (1) participation by the employee; and (2) opposition by the employee.

“Participation” is a rare form of protected activity and generally consists of making a complaint with the EEOC, acting as a witness in a hearing related to discrimination or other illegal employment practice, or filing a lawsuit related to discrimination or other illegal employment practice. Employees who participate in such activities are protected even when their underlying complaint is not valid. See Wyatt v. City of Bos., 35 F.3d 13, 15 (1st Cir. 1994) (“there is nothing in [the participation clause’s] wording requiring that the charges be valid, nor even an implied requirement that they are reasonable.”); see also Ayala v. Summit Constructors, Inc., 788 F. Supp. 2d 703, 720-21 (M.D. Tenn. 2011) (holding that anti-retaliation protection for participation is “‘not lost if the employee is wrong on the merits of the charge, nor is protection lost if the contents of the charge are malicious and defamatory as well as wrong.”)

“Opposition” is the much more common form of protected activity in the employment context, including internal complaints to managers or human resources about a discriminatory or illegal employment practice. The opposition clause of Title VII has an “expansive definition.”  EEOC v. New Breed Logistics, 783 F.3d 1057, 1067 (6th Cir. 2015).  As the Supreme Court stated, “when an employee communicates to her employer a belief that the employer has engaged in . . . a form of employment discrimination, that communication virtually always constitutes the employee’s opposition to the activity.” Crawford v. Metro. Gov’t of Nashville & Davidson Cty., 555 U.S. 271, 276 (2009).

SOME EXAMPLES OF AN EMPLOYEE’S “OPPOSITION” SERVING AS A PROTECTED ACTIVITY, INCLUDE:

  • Complaining to a supervisor that you are being treated less favorably due to or her race, gender, disability, or religion. See Valentín-Almeyda v. Municipality of Aguadilla, 447 F.3d 85, 94 (1st Cir. 2006).
  • Complaining to HR that you are being paid less due to your gender. See EEOC v. Romeo Cmty. Sch., 976 F.2d 985, 989-90 (6th Cir. 1992) (holding that retaliation claim was actionable under the FLSA, as incorporated into the Equal Pay Act, for the complaint to a supervisor about male counterparts being paid $1/hour more).
  • Assisting other employees with their complaints to supervisors or HR.  See Collazo v. Bristol-Myers Squibb Mfg., Inc., 617 F.3d 39, 47-48 (1st Cir. 2010) (holding that plaintiff engaged in opposition by assisting a female scientist under his supervision in filing and pursuing an internal sexual harassment complaint, even though he did not “utter words” when he and the subordinate met with a human resources official since his action in accompanying her “effectively and purposefully communicated his opposition to” the alleged harassment).

To Qualify As Opposition The Employee Does Not Have To Use Legal Buzz Words

The EEOC’s guidance provides: “The communication itself may be informal and need not include the words ‘harassment,’ ‘discrimination,’ or any other legal terminology, as long as circumstances show that the individual is conveying opposition or resistance to a perceived potential equal employment opportunity violation.”

For example, in Okoli v. City of Balt., 648 F.3d 216, 224 (4th Cir. 2011), the Court ruled that it was sufficient to constitute “opposition” that the employee complained about “harassment” and described some facts about the sexual behavior in the workplace that was unwelcome, and that she did not need to use the term “sexual harassment” or other specific terminology.

In contrast, just complaining about unfair treatment is generally not protected. In Barber v. CSX Distrib. Servs., 68 F.3d 694, 701-02 (3d Cir. 1995), the Court ruled that an employee’s letter to human resources complaining that the job he sought went to a less qualified individual did not constitute opposition to age discrimination, because the letter did not explicitly or implicitly allege age was the reason for the alleged unfairness.

CAN OPPOSING DISCRIMINATION TAKE OTHER FORMS?

While the opposition is usually in the form of a complaint made by the employee, this is not always the case. The EEOC’s guidance provides the examples of

  • An employee who was simply interviewed by HR based on another employee’s claims of sexual harassment and provides corroborating information. The employee is protected even though she did not instigate or make any complaint.
  • An employee disobeys a supervisor’s directive not to hire any African Americans. The employee’s refusal to obey the order constitutes “opposition” to unlawful employment practice and would be a protected activity even if the employee did not complain about the issue.
  • A female employee tells her supervisor “I don’t think I am being paid fairly. Would you please tell me what men in this job are being paid?” This would qualify as a protected activity.

Can an employer retaliate against an employee based on the employee’s relationship with someone who has made a protected complaint?

No. The United States Supreme Court in Thompson v. N. Am. Stainless, LP, 562 U.S. 170 (2011) ruled that the male fiance of a female employee who filed a complaint of sex discrimination against the employer with the EEOC was protected under the law and stated a claim for violations of Title VII’s anti-retaliation provision. It did not matter that the male fiance did not make a complaint himself or engage in a protected activity. The Court reasoned that the male fiance was “not an accidental victim of the retaliation — collateral damage, so to speak, of the employer’s unlawful act. To the contrary, injuring him was the employer’s intended means of harming” is fiance who had made a complaint of sexual harassment against the employer.

WHEN IS AN EMPLOYER’S ACTION SERIOUS ENOUGH TO BE RETALIATION?

The most severe form of retaliation is terminating/firing the employee. However, other forms of negative treatment (called adverse actions) are also prohibited, such as suspensions, demotions, and reductions in pay.

The Supreme Court in Burlington Northern & Santa Fe Railway Co. v. White, 548 U.S. 53 (2006) ruled that a “materially adverse action” subject to challenge under the anti-retaliation provisions encompasses a broader range of actions than an “adverse action” subject to challenge under the non-discrimination provisions. In light of the purpose of anti-retaliation protection, it expansively covers any employer action that “might well deter a reasonable employee from complaining about discrimination.” Action need not be materially adverse standing alone, as long as the employer’s retaliatory conduct, considered as a whole, would deter protected activity.

Examples of negative treatment that is sufficient to prove a “materially adverse action”:

  • Suspending an employee without pay for 37 days even though the lost pay was later reimbursed.
  • Changing the work schedule of a parent who has caretaking responsibilities for school-age children
  • Excluding an employee from a weekly training lunch that contributes to professional advancement.
  • Denial of a deserved rise in performance rating can be actionable as retaliation. Walker v. Johnson, 798 F.3d 1085, 1095 (D.C. Cir. 2015). However, an interim performance of “borderline acceptable” was not materially adverse because it was delivered orally, with no written record placed in the plaintiff’s personnel file, and the evaluation was superseded by the plaintiff’s year-end review.” See Porter v. Shah, 606 F.3d 809, 817-18 (D.C. Cir. 2010).
  • Transfer of a high-level executive even without any loss of pay was actionable as retaliation where he was relegated to a non-supervisory role and non-substantive duties. See Kessler v. Westchester Cty. Dep’t of Soc. Servs., 461 F.3d 199, 209 (2d Cir. 2006).
  • It was materially adverse to move an employee’s office to a different building in the same office complex, where the move isolated her from her colleagues, and made it difficult for her to complete her job duties. See Loya v. Sebelius, 840 F. Supp. 2d 245, 252-53 (D.D.C. 2012).

SOME OF THE CALIFORNIA’S LABOR CODES OTHER ANTI-RETALIATION LAWS THAT PROTECT EMPLOYEES

Please keep in mind that the following is a small subset of the employment laws that protect employees from retaliation in the workplace. The best way to see if your rights have been violated is to contact our Los Angeles wrongful termination lawyers for a free consultation regarding your termination.

California Labor Code section 98.6

Protects employees against retaliation for filing or threatening a complaint with the California Labor Commissioner.

California Labor Code section 230

Protects employees against retaliation for taking time off to serve on a jury provided the employee gives reasonable notice that he or she is required to serve. Also, protects an employee against retaliation who is a victim of a crime or who takes time off to appear in court to comply with a subpoena or other court order as a witness to a judicial proceeding.

California Labor Code section 230.3

Protects employees who take time off to perform emergency duty as a volunteer firefighter, a reserve peace officer, or an officer, employee, or member of a disaster medical response entity sponsored or requested by the State.

California Labor Code section 230.4

Protects an employee who is a volunteer firefighter, a reserve peace officer or emergency rescue personnel, and works for an employer employing 50 or more employees from being discriminated or retaliated against because he or she has taken time off to engage in fire or law enforcement training. The employee is permitted to take up to an aggregate of 14 days per calendar year for such training.

California Labor Code section 230.5

Protects employees who are victims of certain crimes against retaliation for taking time off from work to appear in court or other official proceedings. California Labor Code section 232

Protects employees from retaliation for disclosing or discussing the amount of his or her wages. Discussing wages is often a method whereby employees learn to pay disparities that may be caused by gender or race.

California Labor Code section 233

Protects employees who use accrued paid sick days for their own healthcare or for the illness of a child, parent, spouse, domestic partner, or child of the domestic partner of the employee.

California Labor Code section 432.7

Protects the right of an applicant for employment or employee to not disclose information concerning an arrest that did not result in an actual conviction.

California Labor Code section 432.8

Protects the rights of an applicant for employment or employee from disclosing information regarding a marijuana conviction that is older than two years.

California Labor Code section 1024.6

An employer may not discharge an employee or in any manner discriminate, retaliate, or take any adverse action against an employee because the employee updates or attempts to update his or her personal information based on a lawful change of name, social security number, or federal employment authorization document.

California Labor Code sections 1030-1033

Prohibits retaliation against an employee who requests a breastfeeding accommodation or who attempts to express breast milk.

California Labor Code section 1102.5

Protects employees who report their employer’s illegal activities to the government or refuse to engage in illegal activity at work from retaliation.

California Labor Code section 2929

Prohibits discrimination because the garnishment of an employee’s wages has been threatened, or because his or her wages have been subjected to garnishment (such as for child support or taxes).

California Labor Code section 6310

It protects employees who complain about safety or health conditions or practices at work (including complaints made under California’s Occupational Safety and Health Act (OSHA).

California Labor Code section 6403.5

Protects employees who refuse to lift, position, or transfer a patient due to the health care worker’s concerns about patient or worker safety (including hospital workers who are asked to lift patients).

DAMAGES AVAILABLE IN LOS ANGELES WRONGFUL TERMINATION CASES

The damages you might recover if you win a wrongful termination case against an employer can take several forms. A common outcome of winning such a case is recovering compensation for wages and benefits that were lost as a result of being fired illegally. Other types of damages you may recover include:

  • Compensation for emotional distress experienced as a result of being fired
  • Compensation for the negative influence that being fired may have had on your professional reputation
  • If applicable, compensation for physical pain experienced due to wrongful termination
  • Attorney’s fees
  • If an employer’s actions were severely egregious, punitive damages

Additionally, many who file wrongful termination claims and lawsuits do so in the hopes of getting their jobs back. Although an ethical Los Angeles wrongful termination attorney can’t promise a specific outcome when they accept your case, this is a goal your lawyer may be able to help you pursue.

Be aware that ensuring your employer pays the price for illegally firing you will benefit both yourself and anyone else who currently works for them or who may work for them in the future. Employers who are guilty of wrongful termination are often less likely to break the law in this capacity again if they’re held accountable. By seeking the assistance of an established Los Angeles wrongful termination firm, you’re potentially helping others avoid this unpleasant experience you’ve had to go through.

HOW TO PREPARE FOR A CONSULTATION WITH A LOS ANGELES WRONGFUL TERMINATION ATTORNEY

The process of taking legal action against an employer with a Los Angeles wrongful termination lawyer’s help begins with an initial case evaluation. This free consultation gives a legal expert the opportunity to confirm whether you have a valid case. It also gives you a no-obligation chance to determine whether you believe a particular firm is equipped to serve you.

Your goal is to ensure this consultation is as informative and productive as possible. Thus, you may prepare for it by taking the following steps:

  • Draft a narrative: During your case evaluation at a Los Angeles wrongful termination firm, you’ll be explaining the circumstances of your firing and describing why you believe you were let go for illegal reasons. It’s easy to become angry or otherwise emotional when doing so. While this reaction is understandable, it can prevent you from clearly and calmly providing all the relevant details a lawyer needs when deciding if you have grounds to take legal action. Avoid this by drafting a thorough written narrative before meeting with an attorney.
  • Gather evidence: Your lawyer can thoroughly investigate your case to gather valuable evidence on your behalf. This is one of the many reasons it’s wise to hire an experienced Los Angeles wrongful termination lawyer when seeking justice. That said, you may have already gathered evidence that can help a lawyer assess your case when you first meet with them. Examples include copies of performance reviews, internal policy documents, emails from a supervisor, and more. Gather this evidence and bring it with you to your consultation.
  • Prepare questions: You probably have many questions about your case. Write them down so you remember to ask the important ones during your initial consultation.

CALL OUR LOS ANGELES RETALIATION & WRONGFUL TERMINATION LAWYERS FOR A FREE CASE REVIEW

If you believe that you have been wrongfully terminated or retaliated against at work, we want to hear from you. Azadian Law Group, PC serves the greater Los Angeles and Orange County areas and offers free consultations. To speak to one of our knowledgeable wrongful termination attorneys today, please call 626-449-4944 or 213-229-9031 or 949-662-5405 As we never charge our clients a penny out-of-pocket, you can rest assured that when we accept a case, we are standing behind our client 100% and will fight aggressively for their rights.

Share Post
  • twitter
  • facebook
  • linkedin

Related Blog Posts

Facing wrongful termination during a probationary period can be a disheartening experience for any employee. The uncertainty and frustration that...

Read More

In the intricate world of employment law, the significance of Non-Compete Agreements cannot be overstated. These legally binding contracts have...

Read More

Indeed, discussing wrongful termination in California is a valuable topic, as California has robust employment laws that provide significant protections...

Read More

Types of Employment Cases We Handle in California

The following presents an overview of the broad range of employment law cases that our employment law attorneys are experienced at overseeing and favorably resolving.

Wrongful Termination

Wrongful Termination Lawyers in Los Angeles, CA Attorneys at Azadian Law Group who have filed wrongful termination lawsuits acknowledge that unfair termination can significantly impact an employee’s life. It can…

Age Discrimination

Age Discrimination Lawyers in Los Angeles, CA Azadian Law Group, PC regularly represents clients throughout Los Angeles, CA, who are the victims of age discrimination in the workplace. At Azadian…

Pregnancy Discrimination

Pregnancy Discrimination Lawyer in Los Angeles, CA Azadian Law Group, PC regularly represents clients throughout Los Angeles who are the victims of pregnancy discrimination in the workplace. The Los Angeles…

Sexual Harassment

Sexual Harassment Attorney in Los Angeles, CA The Los Angeles Sexual Harassment Lawyers at Azadian Law Group, PC know that in today’s modern era some people often make the mistake…

Racial Discrimination

Racial Discrimination Lawyers in Los Angeles, CA Azadian Law Group, PC regularly represents clients throughout Los Angeles who are the victims of racial discrimination at work. The Los Angeles Race…

Disability Discrimination

Disability Discrimination Attorneys in Los Angeles, CA There is a misconception that disabled people do not want to work or that disabled individuals simply cannot or will not be as…

Praise from Our Clients

A
8 months ago
Azadian Law Group, led by the competent George, provided me with excellent legal assistance during a challenging wrongful
posted-on-google
T
7 months ago
George is kind. Throughout the process, he was responsive to questions and concerns, and kept me updated. He
posted-on-google
M
7 months ago
“My experience with the Azadian Law Group was excellent. I highly recommend this Firm. I’m particularly grateful to
posted-on-google
D
8 months ago
I contacted this office asking for some legal advice over a pending company legal issues we were having.
posted-on-google
V
9 months ago
George took my case and it was an absolute breeze – not only did he keep me informed
posted-on-google
R
1 year ago
George was my best choice when dealing with my past ten years of work history and problems. He
posted-on-google
N
1 year ago
Great employment lawyers for a free consultation. I needed advice real fast and George and his team were
posted-on-google
s
10 months ago
I highly recommend Azadian Law Group for anyone facing wrongful termination. They took the time to understand my
posted-on-google
P
7 months ago
Call ALG if you want a caring and patient law firm! They fight hard for clients! Great experience.
posted-on-google
J
7 months ago
As one of his clients, their office kept me updated and well-informed with good outcome at the end.
posted-on-google
m
1 year ago
Mr. Azadian brought consistent first-rate legal advice and exceptional value to a wrongful termination lawsuit. This value is
posted-on-google
G
7 months ago
I’m really happy with how the group communicated with their clients. They gave us updates whenever there was
posted-on-google
J
1 year ago
After a wrongful termination I reached out to several employment lawyers in the Los Angeles area. I was
posted-on-google
N
1 year ago
George is extremely professional , fast and efficient , most importantly gets you good results ! I highly
posted-on-google
K
1 year ago
I have been absolutely amazed with my results from George azadian. I am blown away by how this
posted-on-google
J
1 year ago
dear George, thank you so much for your quick response to my call on friday evening between you
posted-on-google
C
1 year ago
I cannot say enough about my experience with the Azadian Law Group, specifically, Camille Banks. In this day
posted-on-google
C
1 year ago
Got a free consultation from Camile and she was extremely thorough and patient throughout the entire process. George
posted-on-google
T
1 year ago
Azadian is an excellent employment attorney in Los Angeles. Very impressed with them for wrongful termination laws and
posted-on-google
C
7 months ago
The Law Group followed the case and updated me frequently. I am satisfied and highly recommend this firm.
posted-on-google
s
1 months ago
Very blessed to have found these employment lawyers in Los Angeles. I called a few and they gave
posted-on-google
W
7 months ago
George Azadian was professional, courteous, and helpful to my situation. Thank you!
posted-on-google
M
1 year ago
Very knowledgeable!! I called to get some information and possibly retain counsel, the person I spoke with Camille,
posted-on-google
V
7 year ago
I called the Azadian Law Group because I heard they were one of the best wrongful termination law
posted-on-google
K
7 year ago
When I was let go after a decade of employment at my company I started searching online for
posted-on-google
C
2 years ago
George is a great attorney. Very responsive and always willing to take the time to explain each step
posted-on-google
D
4 months ago
Very good employment attorney for all labor and wage issues. Thanks George
posted-on-google
E
2 years ago
Thank you for your prompt response George. I was attended and provided customer care by Ms. Camille. I
posted-on-google
a
1 year ago
Best employment attorney!! I called for a consultation for a potential wrongful termination case and was blown away
posted-on-google
G
1 year ago
Best employment lawyers in Los Angeles. Anyone who knows George Azadian and his team know they are the
posted-on-google
S
7 year ago
Was referred to Azadian Law Group by friend who is an attorney. Thank goodness for that. George and
posted-on-google
A
1 year ago
Incredibly professional group, from my discussion with the Paralegal on. I was contacted quickly by Mr. Azadian who
posted-on-google
S
3 years ago
George is the best employment lawyer in Los Angeles. George and his team have a great combination of
posted-on-google
S
4 years ago
I was looking for the best wrongful termination law firms in Los Angeles for a family member who
posted-on-google
L
2 years ago
I Spoke With Camille Who Is Very Pleasant & Has A Great Spirit Here @ Azadian Law Group
posted-on-google
K
1 years ago
They were great in answering my questions. They are very responsive and responded in a timely fashion. I
posted-on-google
C
6 years ago
I definitely have to recommend Azadian Law Group, the lawyer was committed to assist me in the difficult
posted-on-google
A
2 years ago
OMG this Law Firm have a Very professional legal clerk, Camille made a great attempt at answering my
posted-on-google
D
1 year ago
George is an expert attorney in his specialty. He is honest and straightforward. His communication is excellent.
posted-on-google
M
1 year ago
George was friendly, easy to reach, kept me in the loop throughout everything, and made the overall process
posted-on-google
J
1 year ago
Thank You Camille! For staying on the phone for 30 mins because I wouldn’t stop with the questions
posted-on-google
M
1 year ago
Mr. Azadian was prompt and helpful in his review of my case. I highly recommend his firm.
posted-on-google
M
1 year ago
I called on some information regarding a case and was told a attorney was going to give me
posted-on-google
S
3 years ago
George Azadian is a very smart and aggressive employment lawyer. I am very glad I contacted him.He knows
posted-on-google
D
2 years ago
It was so easy to work with george!! He is always responding quickly!! He explains everything in a
posted-on-google
S
1 year ago
Camille was very helpful in helping me get my last check I def recommend to anyone that’s had
posted-on-google
S
2 years ago
Great employment law attorney. They are so knowledgeable and easy to work with. I highly recommend Azadian Law
posted-on-google
V
7 years ago
The lawyers here are smart and honest. Didnt waste our time and gave us an answer really quickly.My
posted-on-google
P
7 years ago
These guys are really great at what they do. Definitely use them i am so happy i was
posted-on-google
D
2 years ago
George is diligent, responsive and professional every step of the way. He is a great employment lawyer to
posted-on-google
k
7 years ago
My experience was excellent from my first phone call till my case was closed I never went a
posted-on-google
P
2 years ago
George is a real professional who cares about his clients and what he does. Extremely responsive and professional.
posted-on-google
Z
1 year ago
George and his legal team is very prompt and fantastic!
posted-on-google
P
3 years ago
Best employment lawyers. Very professional & helpful. Would highly recommend based on my personal experience with them.
posted-on-google
A
4 years ago
George is amazing at what he does. He is a very caring attorney, and he provided the best
posted-on-google
w
9 months ago
I never got breaks or lunch
posted-on-google
P
2 years ago
Azadian Law Group was quick to respond to my concerns and provided great advice on how to resolve
posted-on-google
R
4 months ago
Fantastic
posted-on-google
G
2 years ago
George Adazian provided me with valuable advice during a very stressfull experience with my employer.
posted-on-google
a
4 years ago
I want to thank the Azadian Law group for all their help. When I got wrongfully terminated, I
posted-on-google
R
3 years ago
The lady I spoke to at the Pasadena office was very help took the time to explain things
posted-on-google
A
11 months ago
Amazing employment law attorneys who care about their clients.
posted-on-google
C
1 year ago
Not SERIOUS: No replying back, Not Coming a Resolution, right after THEY WERE quite/ Silence … not Professionals
posted-on-google
D
7 months ago
Excellent on all aspect
posted-on-google
K
3 years ago
George and his team are great employment lawyers!
posted-on-google
L
3 years ago
Good Employment Lawyer
posted-on-google
R
7 years ago
George is an exceptional employment attorney. He is an expert in his field, responsive, professional, and extremely knowledgeable.
posted-on-google
L
8 months ago
When I encountered a wrongful termination situation, I was fortunate to have Azadian Law Group in Pasadena on
posted-on-google
A
9 months ago
From start to finish, George was very attentive, along with his staff. It was a long journey, but
posted-on-google
J
8 months ago
Entrusting George from the Pasadena Law Office with my workplace harassment case was akin to discovering a luminary
posted-on-google
D
4 months ago
Very good employment attorney for all labor and wage issues. George is very professional and keeps you updated
posted-on-google
R
9 months ago
I am incredibly grateful to Azadian Law Group for their diligent work on my wrongful termination case. Their
posted-on-google
m
1 year ago
Mr. Azadian brought consistent first-rate legal advice and exceptional value to a wrongful termination lawsuit. This value is
posted-on-google
R
3 years ago
If I could give this law firm 10 stars I would. At what I thought would be a
posted-on-google
L
7 years ago
From the moment I stepped in George’s office, I knew he was going to be my lawyer. I
posted-on-google
S
4 years ago
We reached out to Azadian group based on google search, at that time we didn’t know much about
posted-on-google
k
7 years ago
I could not have asked for a better lawyer. I was referred to him by very trusted friend.
posted-on-google
H
7 years ago
George makes it easy. He’s a wonderful attorney – smart, personable and professional. His reasoned approach helped me
posted-on-google
R
7 years ago
George is a great and an amazing lawyer. He is very good, dedicated and really cares about his
posted-on-google
1
1 years ago
I spoke with Camille B. about some issues I was having. Even though they didn’t take my case
posted-on-google
Q
6 years ago
George and his team were great. He was able to get the best settlement possible at a very
posted-on-google
K
7 years ago
George was an extremely professional and effective employment lawyer. He was very responsive, even after the case was
posted-on-google
l
5 years ago
If you are in need of a Lawfirm that will care for your case, and if you feel
posted-on-google
k
7 years ago
If i could I’ll give Azadian law Group 10 stars! I’ve came in contact with many attorney’s but
posted-on-google
V
3 years ago
Great place to go if you’re wrongfully terminated! Call them right away! ☎️ They are very responsive &
posted-on-google
R
7 years ago
I had an extremely positive experience working with this firm on my case regarding unfair termination; they really
posted-on-google
J
7 years ago
He was great. The best lawyer in town. He got the job done did not procrastinate call me
posted-on-google
W
4 years ago
Though they were not able to take my case, Camille was incredibly sympathetic and was able to guide
posted-on-google
D
5 years ago
I recently had George Azadian review my severance package and to my delight was able to get me
posted-on-google
T
3 years ago
Was extremely happy with the services and the fact that unlike most attorneys Mr. ‘George was very responsive
posted-on-google
R
2 years ago
The woman on the phone sounded so phony pretended to hear me out said she was taking notes
posted-on-google
K
7 years ago
George Azadian is a great wage and hour lawyer. He knows his stuff and about overtime. Very responsible
posted-on-google
S
2 years ago
WOW! Im so grateful for the advise and help Teresa was so sweet and professional. Little did I
posted-on-google
H
5 years ago
George and his Law firm did an outstanding job on my case . I would recommend Azadian Law
posted-on-google
K
7 years ago
called to explain my situation and he was rude. didn’t seem to care at all ! everything wasn’t
posted-on-google
k
7 years ago
George and his associates are a very friendly and aggressive team nothing short of amazing always professional and
posted-on-google
T
7 years ago
Very helpful and responsive team that I would refer to friends and family, provided sound advice. George helped
posted-on-google
R
1 year ago
George and his staff were the best
posted-on-google
D
5 years ago
Best employment lawyers in Los Angeles. Can’t say anything else but I’m very happy!
posted-on-google
S
2 years ago
Great employment law attorney!! So knowledgeable and easy to work with. Thank you!
posted-on-google
C
7 years ago
Amazing employment lawyers. This law firm really helped me out and I would recommend them to friends and
posted-on-google
J
3 years ago
These people are the best in the business I recomend them 110 percent
posted-on-google
B
1 year ago
Camille is the best!
posted-on-google
V
9 months ago
George took my case and it was an absolute breeze – not only did he keep me informed
posted-on-google
Y
10 months ago
Choosing Azadian Law Group was the best decision I made when faced with wrongful termination. Their compassionate and
posted-on-google
m
2 years ago
Mr. Azadian brought consistent first-rate legal advice and exceptional value to a wrongful termination lawsuit. This value is
posted-on-google
T
2 years ago
I wasn’t too sure of my rights when I was suddenly terminated out of the blue. Camille contacted
posted-on-google
V
6 years ago
I called the Azadian Law Group because I heard they were one of the best labor and employment
posted-on-google
P
1 year ago
This is for Camille and the Partners. This is a group of tremendous, normal, professional people that give
posted-on-google
a
6 years ago
George is as honest as they come! I had an employment issue that I needed legal counsel to
posted-on-google
S
6 years ago
Was referred to Azadian Law Group by friend who is an attorney. Thank goodness for that. George and
posted-on-google
P
2 years ago
I had such a wonderful experience with this law firm. They are professional, quick and straight to the
posted-on-google
V
3 years ago
George is a topnotch employment attorney and everyone at Azadian Law Group is on another level.I was referred
posted-on-google
l
5 years ago
If you are in need of a Lawfirm that will care for your case, and if you feel
posted-on-google
L
2 years ago
After a quick google search on my lunch break, I decided to give these guys a try. I
posted-on-google
M
5 years ago
They are great attorneys, very knowledgeable. I filled out their online form I got a call a couple
posted-on-google
D
6 years ago
They were the only firm who took the time to explain to me how the case was not
posted-on-google
G
1 year ago
Very happy to have found these Orange County employment lawyers. Excellent skills and service for employees. Thanks!
posted-on-google
M
10 months ago
Terrible and beyond comprehension of negative customer service, hiring adequate employees perhaps is an issue for you!
posted-on-google
L
3 years ago
Camilla Was Absolutely Helpful! Great Customer service and very professional. I’m very happy I had the opportunity to
posted-on-google
S
3 years ago
George is a wonderful smart and very aggressive employment lawyer. I am glad I contacted him.If you need
posted-on-google
A
11 months ago
Amazing employment law attorneys who care about their clients.
posted-on-google
S
2 years ago
Excellent employment law attorney! I highly recommend this firm. They are so knowledgeable and easy to work with.
posted-on-google
E
2 years ago
I only worked with George for a short time and came away extremely impressed. True professional and class
posted-on-google
G
2 years ago
George Adazian provided me with valuable advice during a very stressful time with my employer.
posted-on-google
S
3 years ago
George was very helpful with my case and always kept me informed, highly recommend him
posted-on-google
m
5 years ago
Great employment lawyers! They do what they say they’ll do! Highly recommend! You will not be dissapointed!
posted-on-google
r
3 years ago
Very personable. They want every individual to feel like they matter. At least that was my experience.
posted-on-google
M
2 years ago
Excellent employment attorney, he truly cares.
posted-on-google
L
3 years ago
Good Employment Lawyer
posted-on-google

Who We Represent

At Azadian Law Group, we are dedicated to upholding the rights and interests of employees in the workplace. Our expertise in employment law positions us as staunch advocates for those facing unjust treatment in their professional environments.

Whether combating workplace discrimination, addressing unfair termination, or negotiating equitable compensation, our team is committed to ensuring that every employee we represent is treated fairly and respectfully under the law.

we-represent
Want Us to Represent You?
Here’s How To Get Started

Step 1

Explore our comprehensive range of legal services to find the specialized support you need.

Step 2

Arrange a free initial meeting with our experts to discuss your legal situation.

Step 3

Receive a custom strategy specially created for your case by our legal experts.

Call Us Now 213-229-9031

Or

Tell Us Your Story

Speak out for justice. Your story can be the start of a new chapter of workplace fairness.

    Contact Us