California gives employees some of the strongest workplace protections in the country — and most workers never learn what they're owed until something goes wrong. We represent employees in wrongful termination, discrimination and harassment, retaliation and whistleblower claims, and unpaid wages and overtime. These cases turn on documentation and timing: what was said, what was written, who knew what, and which deadline applies. We help you preserve the record and hold the employer to the standard the law sets.
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.
What 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.
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.