Employment Law matters in Glendale
Glendale's economy leans heavily on white-collar and service work. Downtown Glendale anchors insurance, financial-services, and corporate back-office operations; the retail centers along Brand Boulevard and the Galleria/Americana district employ thousands; and hospitals, clinics, and outpatient providers make healthcare one of the city's largest employers. Add a deep base of small businesses serving the city's large Armenian-American community, and you have a workforce that spans cubicles, sales floors, and patient-care units alike.
As a Glendale firm, MMG Law Firm represents these workers — and only workers, never the employer on the other side.
What we handle for Glendale employees
- Wrongful termination, including terminations that violate California public policy or follow protected conduct like requesting accommodation or reporting wrongdoing
- Discrimination and harassment tied to a protected class — including national origin and accent-based mistreatment, which can matter in a bilingual workplace
- Retaliation and whistleblower claims after you raise concerns, report illegal conduct, or assert your rights
- Unpaid wages and overtime, including misclassified "exempt" office staff, unpaid commissions, off-the-clock work, and late final paychecks
How California law protects Glendale workers
The Fair Employment and Housing Act (FEHA) reaches most employers with five or more employees and prohibits discrimination, harassment, and retaliation across a broad list of protected categories. It allows recovery of back pay, front pay, emotional-distress damages, and potentially punitive damages. Separately, the California Labor Code guarantees full payment for hours worked, overtime, and meal and rest breaks. California also shifts attorney's fees to the employer in many cases where the employee prevails, which makes it realistic for an ordinary worker to hold a company accountable.
Filing a claim: the CRD and your deadlines
Most discrimination, harassment, and retaliation claims start with the California Civil Rights Department (CRD). You file a complaint, receive a right-to-sue notice, and then file in court. You generally have three years to file with the CRD (Gov. Code §12960) and one year after the right-to-sue notice to sue. Wage claims have separate limits — generally three years under the Labor Code and up to four under the unfair-competition law. Missing a deadline can end a case before it starts.
Glendale employment cases are generally filed in the Los Angeles County Superior Court.
If you think you've been wronged
- Keep copies of pay stubs, schedules, emails, and your employee handbook
- Note dates and witnesses while details are clear
- Pause before signing any severance or release — have it reviewed first
- Call us for a free, confidential consultation
We serve clients in English, Armenian, and Russian.
Our attorney
How Mihran M. Ghazaryan helps with employment law
Mihran M. Ghazaryan starts with a confidential review of what happened and tells you plainly whether you have a claim. He helps you preserve the record that wins employment cases — the emails, reviews, and timeline — handles the Civil Rights Department complaint and right-to-sue process, and holds the employer to California's strong protections for employees. Where it fits, his fee comes only from a recovery.
Types of workplace matters we handle
Wrongful termination
Firings that violate the FEHA, retaliate for protected activity, or breach California public policy — including terminations dressed up as layoffs or performance issues.
Discrimination and harassment
Adverse treatment or a hostile environment based on a protected class — race, sex, age, disability, religion, national origin, pregnancy, and more — under the FEHA.
Retaliation and whistleblower claims
Punishment for reporting harassment, unsafe conditions, or unlawful conduct, or for taking protected leave. California law protects employees who speak up.
Unpaid wages and overtime
Off-the-clock work, missed meal and rest breaks, misclassification, and unpaid final wages — Labor Code claims that carry penalties on top of the wages owed.
Remedies
What you may be able to recover
Every workplace matter case is different, but California law lets wronged employees pursue several categories of relief. We document each one — pay records, performance reviews, communications — so nothing is left on the table.
Back pay and lost benefits
Wages, commissions, and benefits you lost from the date of the wrongful act — a core remedy in wrongful-termination and discrimination claims.
Front pay
Future earnings you're likely to lose when reinstatement isn't realistic, measured until you can reasonably be expected to find comparable work.
Emotional distress
Compensation for the anxiety, humiliation, and harm to wellbeing that unlawful treatment at work can cause.
Penalties and punitive damages
Statutory penalties for wage violations, and — where an employer acted with malice or oppression — punitive damages meant to deter the conduct.
Attorney's fees and costs
Many California employment statutes shift the employee's reasonable attorney's fees and costs onto an employer that broke the law.
Reinstatement and policy change
Where it fits the case, getting your job back or forcing the employer to correct the practice that harmed you.
How we work
- 1
Free, confidential consultation
We listen first and tell you plainly whether you appear to have a claim. The conversation is confidential and there's no fee to have it — and we're careful if you're still employed.
- 2
Preserve the record
Offer letters, handbooks, performance reviews, emails and texts, pay stubs, and a timeline of events. The contemporaneous record is what wins or loses an employment case, so we lock it down early.
- 3
Administrative exhaustion and the demand
FEHA claims generally require a complaint with the Civil Rights Department and a right-to-sue notice first. We handle that step, then present a documented demand to the employer.
- 4
Litigation when necessary
Many matters resolve through negotiation or mediation. When an employer won't be reasonable, we file and prepare the case fully — which is usually what moves the number.
What to do right away
- Write down a dated timeline of what happened while it's fresh.
- Save copies of relevant documents to a personal (non-work) account — offer letter, reviews, emails, texts, pay records.
- Keep notes of who said what, when, and who else was present.
- Be careful about signing severance or release agreements before they're reviewed — deadlines to accept are usually negotiable.
- Report harassment or discrimination through your employer's stated process where it's safe to do so.
- Talk to a lawyer before resigning — quitting can change the claim and the remedies available.
The information on this website is for general information purposes only. Nothing on this site should be taken as legal advice for any individual case or situation. This information is not intended to create, and receipt or viewing does not constitute, an attorney-client relationship.
Deadlines that matter
Most California FEHA claims require a complaint with the Civil Rights Department first — generally within three years of the discrimination, harassment, or retaliation (Gov. Code §12960). You then have one year from the right-to-sue notice to file in court.
Other employment deadlines run on their own clocks — unpaid-wage claims generally reach back three years (up to four under the UCL), and a wrongful-termination-in-violation-of-public- policy claim runs two years. Federal EEOC charges can be far shorter.
Exceptions exist in both directions — discovery rules, minors, continuing violations, out-of-state defendants — so don't assume your deadline has passed or that you have time to spare. Call (818) 539-7969 and we'll tell you exactly where you stand.