Employment Law

Employment Law

We Aggressively Seek Justice Against Unlawful Employers On Behalf Of Our Clients

The Law Office of Eric Sapir diligently prosecutes cases against employers on the behalf of employees for situations of:

You Won’t Pay a Penny for Our Representation!

We all understand that lawyers and litigation can be very expensive.  Thankfully, there are statutes that contain fee shifting provisions which provide upon the successful resolution of your case, the DEFENDANT MUST PAY the reasonable attorneys’ fees incurred in carrying out your case.  Thus, you are essentially provided access to the legal system at no out of pocket cost.

Wrongful Termination

In California, there is a presumption of at will employment, meaning that the employer and/or employee may terminate the employment relationship for any reason, with or without cause.  Exceptions to the at will presumption include:

    • If there is an employment contract for a specified term
    • If there is an unlawful motivation or retaliatory reason for the termination
    • Constructive wrongful termination- Horrible conditions force you to quit

An employee cannot be terminated based on:

    • Race, sex, national origin, disability, sexual orientation, religion, etc.
    • Demanding overtime, rest breaks, or lunch breaks
    • Marital or family status
    • Requesting an accommodation
    • Political affiliation or taking time to vote
    • Taking pregnancy leave
    • Taking family and/or medical leave
    • Serving jury duty
    • Refusal to enter an unsafe workplace
    • Opposition to unlawful activity
    • Refusing to sign an unlawful non-compete clause
    • Discrimination


Your employer may not fire you, harass you, or otherwise discriminate against you solely on the basis of your:

    • Age
    • Sex
    • Race
    • Religion
    • Disability
    • Or a range of other factors

You may also have grounds for an employment discrimination suit if you have been passed over for promotions, paid less, or given fewer opportunities or fringe benefits as a result of any of these discriminatory factors.

Sexual Harassment

Any time someone makes unwanted sexual advances or comments to you at your workplace, creating an atmosphere that is hostile, intimidating, or offensive, it can be considered sexual harassment.


If you complained of illegal treatment or blew the whistle on illegal actions by your employer and were fired, that is retaliation and you may be able to bring suit against your former employer.

Unpaid Internships

Unpaid internships are very often illegal.  Many interns who work for a profit company qualify as employees rather than interns/trainees, and as such are entitled at the very least to minimum wage and overtime compensation.  An example of a scenario where a person may be entitled to minimum wage and/or overtime pay would be if your employer had you perform work that a paid employee would ordinarily perform, such as answering phones, filing, moving boxes, scanning, etc.  For more information on unpaid internships, click here.

Unpaid Wages/Overtime

Employers sometimes fail or refuse to pay employees the amount of wages that they have rightfully earned.  This may occur in the form of unpaid wages, unpaid overtime, delayed payments and the withholding of commission or bonus wages.  When this happens, you may have the legal right to recover the money you have earned.


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