Glendale’s workforce spans healthcare, entertainment and media, banking, retail, restaurants, and professional services. If you work in Glendale and believe your employer crossed a legal line, our firm represents employees in Glendale and across Los Angeles County — and we represent employees only.
TL;DR
Glendale employees are protected by California employment law, including FEHA, the Labor Code, and California’s leave statutes. We handle wrongful termination, discrimination, harassment, retaliation, wage and hour, and leave disputes for employees. The consultation is free, and for most claims you owe nothing unless we recover for you.
Employment claims we handle in Glendale
Glendale employees bring us the full range of California employment claims:
- Wrongful termination: fired for an illegal reason, including discrimination, retaliation, or refusing to break the law. See our guide to wrongful termination in California.
- Workplace discrimination: treated differently because of race, sex, age, disability, pregnancy, national origin, or religion under FEHA.
- Sexual harassment and hostile work environment: unwanted conduct by supervisors, coworkers, or third parties, including harassment claims and hostile environment claims.
- Retaliation and whistleblower claims: punished for reporting illegal conduct, refusing to participate in it, or cooperating with an investigation. Labor Code section 1102.5 protects you even if the underlying complaint turns out to be wrong.
- Unpaid wages and overtime: missed meal and rest breaks, unpaid overtime, off-the-clock work, misclassification, and final paycheck violations. See unpaid wages and overtime.
- Leave disputes: denied, interrupted, or retaliated against for CFRA, FMLA, or pregnancy disability leave.
- Severance review and negotiation: know what your release is worth before you sign it.
Many Glendale employers are small or mid-sized businesses that assume they are too small to be covered. California’s FEHA applies to employers with five or more employees, and the Labor Code’s wage rules apply to virtually every employer in the city.
We represent employees, not employers
L&F Brown is an employee-side firm. We do not defend employers, and we do not advise companies on how to avoid or defeat employee claims. If you are looking for employer-side defense counsel, we are not the right firm.
Our practice is also limited to California employment law. We do not handle immigration or visa matters, criminal defense, or personal injury. If your question is about a work visa, an immigration filing, or your immigration status, we will tell you on the first call that it falls outside our practice rather than take your time.
What brings Glendale employees to us
- “At-will” treated as permission to fire for any reason, including an illegal one
- Performance documentation that appears or changes only after a complaint
- Missed meal and rest breaks in healthcare, restaurant, and retail work
- Retaliation after reporting unpaid wages or unsafe conditions
- Medical or family leave denied, cut short, or followed by a demotion
Most employment claims have deadlines measured in months or a few years, not decades. A FEHA claim generally must go to the California Civil Rights Department within three years, and most wage claims carry a three-year window. The sooner you call, the more evidence is still available.
Glendale and Los Angeles County rules that add protections
The City of Glendale has adopted its own minimum wage ordinance, which sets a floor above the California minimum for many workers in the city. Employees who work in the City of Los Angeles may also be covered by LA’s minimum wage ordinance and Fair Work Week Ordinance, which requires predictable scheduling for retail workers. These local rules sit on top of California’s statewide protections; they do not replace them.
Courts and agencies that handle Glendale employment cases
Glendale sits in Los Angeles County, so employment lawsuits are filed in Los Angeles Superior Court. Depending on your claim and where you work, your case may be heard at the Glendale Courthouse, the Burbank Courthouse, the Van Nuys Courthouse East, or the Stanley Mosk Courthouse downtown. Wage claims can also be pursued through the California Labor Commissioner, and FEHA claims begin with a complaint to the California Civil Rights Department.
What a Glendale employment case can recover
- Lost wages and benefits, including back pay and, in some cases, future earnings
- Emotional distress damages
- Punitive damages where the employer acted with malice, oppression, or fraud
- Statutory penalties, including waiting-time penalties of up to 30 days of pay and one hour of pay for each missed meal or rest break
- Attorney’s fees and costs, which the employer pays when you prevail
Because California shifts attorney’s fees to the employer in most employment cases, pursuing a claim does not require paying a lawyer out of pocket.
Frequently asked questions about Glendale employment claims
How long do I have to file a claim in Glendale?
It depends on the claim. FEHA discrimination, harassment, and retaliation claims generally must be filed with the California Civil Rights Department within three years. Most wage claims carry a three-year window, and some claims are shorter. Because the clock starts at different points, the deadline is worth evaluating early.
Do you handle immigration or visa issues?
No. Our practice is limited to California employment law for employees. If your matter involves a work visa, an immigration filing, or your immigration status, we are not the right firm and will tell you so on the first call.
Do you represent employers?
No. We represent employees only. Employer defense is a different practice and we do not do it.
What does it cost to talk to you?
Nothing. The consultation is free, and most employment claims are handled on contingency, so you pay no attorney’s fees unless we recover for you.
Talk to a Glendale employment lawyer
If you work in Glendale and believe your employer violated your rights, call (747) 227-7266 or request a free consultation. A senior attorney will review what happened and tell you honestly whether you have a claim. We represent employees throughout Glendale and California.