Employment Litigation Attorney in Los Angeles, California
Who do you typically represent – employees or employers?
Who do you typically represent – employees or employers?
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In employment litigation we typically represent employees. We do also represent employers from time to time. We typically represent employees who are seeking compensation because they feel that they have been terminate in a manner that is against California or other applicable law.
And, the first thing that we do when we interview perspective employees for litigation is to determine the grounds upon which they were terminated and to make and evaluation as to whether that is, in fact, against California law. Because, most employees don’t understand that being fired because they did a bad job when, in fact, they didn’t or being fired because, you know, someone doesn’t like them or was verbally abusive to them in and of itself is not necessarily actionable under the law.
So, we like to ask whether they have a written employment contract or whether they have been discriminated against due to age, nationality, sexual orientation, disability, and the list goes on.
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Los Angeles, CA commercial litigation attorney Brian M. Grossman talks about his firm’s work in the area of employment litigation. In employment litigation, he typically represents employees, though he occasionally represents employers as well. Most often, his clients are employees seeking compensation because they believe they were terminated in violation of California or other applicable laws.
When interviewing prospective clients, the first step he takes is to determine the grounds for their termination and evaluate whether those grounds actually violate California law. He recognizes that many employees misunderstand what constitutes an unlawful termination. Being fired for poor performance when they believe they did well, or being dismissed because someone disliked them or was verbally abusive, is not always actionable under the law.
To assess whether a case has merit, he asks whether the employee had a written employment contract or whether they were discriminated against based on factors such as age, nationality, sexual orientation, or disability, among others.
