The Law Office of Kristine S. Karila represents individuals and businesses in labor and employment law matters. The firm represents employers in an advisory or consulting capacity and represents businesses in litigation or lawsuits, administrative agency claims such as FEHA, DLSE/Labor Commissioner, EDD, etc. The firm also represents independent contractors and employees or former workers with all aspects of employment law. Call for a free initial phone consultation (949) 481-6909.
Wrongful Termination. Dedicated legal representation for wrongful termination in Irvine, Orange County, Southern California and around the State of California. Ms. Karila represents employees or employers involved in wrongful termination matters, including negotiation of out of court settlements or litigation through trial. If you are involved in a wrongful termination claim, call Kristine Karila to discuss. (949) 481-6909.
Wages, Overtime, Commissions, Bonuses, Vacation or PTO Pay:
Ms. Karila handles all aspects of wage and hour claims, including unpaid wages, salary, overtime, commissions, bonuses, earned but unused vacation or paid time off/PTO, etc. If you are an employee and have not been timely paid, especially if your last paycheck was not paid on your last day if you were fired or laid off or if you quit and gave at least 72 hours' notice, call Ms. Karila to discuss. There may be penalties in the form of money owed to you and the law requires your employer to pay your attorneys' fees. If you are an employer and need advice on when you are legally required to pay an employee, call for a consultation. There are strict laws that apply to when paychecks are due and especially when a final paycheck is due and what it must include. (949) 481-6909.
Unlawful Discrimination, Retaliation or Harassment in the Workplace:
It is unlawful to discriminate, harass, bully or retaliate against an employee BECAUSE of his/her age (over 40), race, pregnancy, gender, religion, medical condition, disability, etc. It is also unlawful to retaliate against an employee for asserting his/her legal right or because the employee was a whistleblower. Ms. Karila has decades of experience in handling unlawful discrimination, harassment and retaliation claims and has a very high success rate in these and other labor law matters. California has been a leading state in making it the law that females are paid as much as males for equivalent work.
If you have been discriminated against at work BECAUSE of your qualification in a protected class, Ms. Karila is the attorney for you. If you are harassed or discriminated against BECAUSE of pregnancy, maternity leave, FMLA leave, baby bonding, breast milk pumping needs, or taking leave under the Pregnancy Disability Leave Law, call Ms. Karila to discuss. She offers a free phone consultation and has helped hundreds of employees who have been unlawfully harassed, discriminated or retaliated against.
If you are an employer of California employees, know the laws regarding harassment, discrimination or retaliation against pregnant employees, employees on maternity leave, FMLA or against employees because of race, age over 40, religion, gender, disability, serious medical condition, etc. An employer's consultation with Ms. Karila may be just the thing to prevent an employer from a very costly lawsuit. Most employees are upset upon losing their job, career, etc. and many will seek out an attorney to sue if there is any potential claim. Lawsuits can very expensive and time consuming to business owners/employers.
Whether you are a claimant, manager, employer, business owner, Ms. Karila will assert your claims and fight to resolve your claims with the best results possible. Ms. Karila offers a free phone consultation to claimants/plaintiffs and provides consultation via phone or office to employers for a reasonable fee. Call today. (949) 481-6909
Sexual Harassment in the Workplace:
Sexual harassment in the place of employment is unlawful if it is either "severe or pervasive" as defined by the California Supreme Court. If you are involved in a sexual harassment matter, including one that is quid pro quo, whether you are the victim, employer or accused harasser, call Ms. Karila to discuss. She is very experienced in litigating or mediating these matters and also investigates claims of sexual harassment and teaches sexual harassment training to employees. Know the law; understand your rights as an employee or duties as an employer. Sexual harassment claims are prevalent and can be very costly to employers. Employers may consult with Law Office of Kristine S. Karila regarding their strict duties under the law to prevent sexual harassment in the workplace, etc. Employees who have been victims of sexual harassment in the workplace should consult with Ms. Karila to understand their rights to have a job which is free of sexual harassment or retaliation because they complained about it.
Pregnancy Discrimination, Harassment, Bullying or Retaliation and Pregnancy or Maternity Leave:
Ms. Karila has represented many employees whose rights have been violated because of their pregnancy, pregnancy related complications or disabilities and maternity leave and baby bonding leave. There are many laws in California that protect pregnant employees. It is very important that employers know these laws to make sure they do not violate a pregnant employee's rights. If you need advice about pregnancy leave, pregnancy discrimination, harassment, retaliation, Ms. Karila is the attorney for you. Did you know that some pregnant employees in California can get up to seven months of protected leave? See Ms. Karila's Blog or Blawg on this website for an article about the rights of pregnant employees in the workplace. Call 949-481-6909. If you are an employee who is or was pregnant and you have been harassed, discriminated or retaliated against BECAUSE of your pregnancy or related leave or need for time off from work due to you pregnancy, call Ms. Karila to discuss. Pregnant employees have rights.
Medical Conditions; Medical leave (FMLA, CFRA), Disability Laws in the Workplace:
In many situations, it is unlawful for an employer to discriminate against, harass or retaliate against an employee because of her/his medical condition or disability. Employers with 50 or more employees within a 75 mile radius, must comply with the Family Medical Leave act (FMLA) or the California equivalent known as the California Family Rights act (CFRA). Attorney Kristine Karila has represented many employees and employers with medical or disability issues and matters related to leave for medical reasons.
Meal Periods/Lunch Hours and Breaks:
California employers must comply with labor laws which require that the employer provide the "opportunity" (as explained recently by the California Supreme Court) to take meal periods and breaks. If the employer does not provide the opportunity for employees to take requisite meal periods/lunch times or breaks, monetary penalties may apply. Ms. Karila knows these laws and can advise you whether you are an employee or employer. Monetary penalties can apply if nonexempt employees do not receive the opportunity to take meal periods and/or breaks. Requiring an employee to work during lunch may also result in the employer owing the worker money for not being able to take their lunch half-hour.
Independent Contractor or Employee Misclassification:
It is unlawful for an employer to misclassify a worker as an independent contractor if they are actually an employee. Misclassification can be very costly in that employees must be given their rights under California labor laws. Whether a worker is an employee or independent contractor depends on what duties the employee performs and how much control, if any, the employer or principal has over the worker. Call Ms. Karila to discuss.
Whistleblower Protection:
A whistleblower is a worker who reports his/her employer's illegal activity to a governmental agency. Recently, the law was expanded to protect employees who report illegal activity of the employer to a supervisor or employee within the employer who can investigate the illegal conduct and make it stop. Whistleblower protection is commonly misunderstood to include any complaint by an employee. However, it only applies to violations of the law which an employee complained about.
Late Payment of Final Paycheck:
California has strict laws regarding when an employer is legally required to pay an worker's last check. If the employee was fired or laid off or quit by giving at least 72 hours' notice, the final check, including all earned and unused vacation or PTO (not sick leave) is due on the date of termination; the last day of the employee's job. If the employee quit and did not provide at least 72 hours' notice, the final paycheck is due within 72 hours of the time he/she quit. If the final check is late, the employer may have to pay the employee waiting time penalties plus the employee's attorney's fees. See Ms. Karila's Blog on this website about this topic.
Employment Contracts:
Ms. Karila drafts, reviews, analyzes and consults regarding written employment contracts including severance agreements, commission agreements which are required under California law if employees are paid commissions, nonsolicitation and nondisclosure agreements. Ms. Karila also represents parties to employment contracts which have been breached.
Employee Manuals:
Employers are not legally required to provide employee manuals to their employees. However, California law does require that employers provide written notice of many laws and rights of workers. As such, a well written and complete employee manual is essential so that employees are provided with the laws, rules, policies of their employer and so that employers can be sure that they are legally complaint with notice requirements imposed by the law. Law Office of Kristine S. Karila has drafted or revised employee manuals for hundreds of employers who employ workers within the State of California.
Alternative Workweek Schedule
Employers may establish a procedure referred to as an alternative workweek schedule in which employees work four 10 hour days in a workweek and are not owed overtime. To set up such a policy, it is mandatory that the schedule is set up pursuant to California labor laws. If each of the elements of setting up this procedure is not done correctly, an employer may owe employees overtime, plus monetary penalties, interest, attorneys' fees, etc. If your company has or wants to have an alternative workweek schedule, call Law Office of Kristine S. Karila for advice and assistance.
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Wrongful Termination. Dedicated legal representation for wrongful termination in Irvine, Orange County, Southern California and around the State of California. Ms. Karila represents employees or employers involved in wrongful termination matters, including negotiation of out of court settlements or litigation through trial. If you are involved in a wrongful termination claim, call Kristine Karila to discuss. (949) 481-6909.
Wages, Overtime, Commissions, Bonuses, Vacation or PTO Pay:
Ms. Karila handles all aspects of wage and hour claims, including unpaid wages, salary, overtime, commissions, bonuses, earned but unused vacation or paid time off/PTO, etc. If you are an employee and have not been timely paid, especially if your last paycheck was not paid on your last day if you were fired or laid off or if you quit and gave at least 72 hours' notice, call Ms. Karila to discuss. There may be penalties in the form of money owed to you and the law requires your employer to pay your attorneys' fees. If you are an employer and need advice on when you are legally required to pay an employee, call for a consultation. There are strict laws that apply to when paychecks are due and especially when a final paycheck is due and what it must include. (949) 481-6909.
Unlawful Discrimination, Retaliation or Harassment in the Workplace:
It is unlawful to discriminate, harass, bully or retaliate against an employee BECAUSE of his/her age (over 40), race, pregnancy, gender, religion, medical condition, disability, etc. It is also unlawful to retaliate against an employee for asserting his/her legal right or because the employee was a whistleblower. Ms. Karila has decades of experience in handling unlawful discrimination, harassment and retaliation claims and has a very high success rate in these and other labor law matters. California has been a leading state in making it the law that females are paid as much as males for equivalent work.
If you have been discriminated against at work BECAUSE of your qualification in a protected class, Ms. Karila is the attorney for you. If you are harassed or discriminated against BECAUSE of pregnancy, maternity leave, FMLA leave, baby bonding, breast milk pumping needs, or taking leave under the Pregnancy Disability Leave Law, call Ms. Karila to discuss. She offers a free phone consultation and has helped hundreds of employees who have been unlawfully harassed, discriminated or retaliated against.
If you are an employer of California employees, know the laws regarding harassment, discrimination or retaliation against pregnant employees, employees on maternity leave, FMLA or against employees because of race, age over 40, religion, gender, disability, serious medical condition, etc. An employer's consultation with Ms. Karila may be just the thing to prevent an employer from a very costly lawsuit. Most employees are upset upon losing their job, career, etc. and many will seek out an attorney to sue if there is any potential claim. Lawsuits can very expensive and time consuming to business owners/employers.
Whether you are a claimant, manager, employer, business owner, Ms. Karila will assert your claims and fight to resolve your claims with the best results possible. Ms. Karila offers a free phone consultation to claimants/plaintiffs and provides consultation via phone or office to employers for a reasonable fee. Call today. (949) 481-6909
Sexual Harassment in the Workplace:
Sexual harassment in the place of employment is unlawful if it is either "severe or pervasive" as defined by the California Supreme Court. If you are involved in a sexual harassment matter, including one that is quid pro quo, whether you are the victim, employer or accused harasser, call Ms. Karila to discuss. She is very experienced in litigating or mediating these matters and also investigates claims of sexual harassment and teaches sexual harassment training to employees. Know the law; understand your rights as an employee or duties as an employer. Sexual harassment claims are prevalent and can be very costly to employers. Employers may consult with Law Office of Kristine S. Karila regarding their strict duties under the law to prevent sexual harassment in the workplace, etc. Employees who have been victims of sexual harassment in the workplace should consult with Ms. Karila to understand their rights to have a job which is free of sexual harassment or retaliation because they complained about it.
Pregnancy Discrimination, Harassment, Bullying or Retaliation and Pregnancy or Maternity Leave:
Ms. Karila has represented many employees whose rights have been violated because of their pregnancy, pregnancy related complications or disabilities and maternity leave and baby bonding leave. There are many laws in California that protect pregnant employees. It is very important that employers know these laws to make sure they do not violate a pregnant employee's rights. If you need advice about pregnancy leave, pregnancy discrimination, harassment, retaliation, Ms. Karila is the attorney for you. Did you know that some pregnant employees in California can get up to seven months of protected leave? See Ms. Karila's Blog or Blawg on this website for an article about the rights of pregnant employees in the workplace. Call 949-481-6909. If you are an employee who is or was pregnant and you have been harassed, discriminated or retaliated against BECAUSE of your pregnancy or related leave or need for time off from work due to you pregnancy, call Ms. Karila to discuss. Pregnant employees have rights.
Medical Conditions; Medical leave (FMLA, CFRA), Disability Laws in the Workplace:
In many situations, it is unlawful for an employer to discriminate against, harass or retaliate against an employee because of her/his medical condition or disability. Employers with 50 or more employees within a 75 mile radius, must comply with the Family Medical Leave act (FMLA) or the California equivalent known as the California Family Rights act (CFRA). Attorney Kristine Karila has represented many employees and employers with medical or disability issues and matters related to leave for medical reasons.
Meal Periods/Lunch Hours and Breaks:
California employers must comply with labor laws which require that the employer provide the "opportunity" (as explained recently by the California Supreme Court) to take meal periods and breaks. If the employer does not provide the opportunity for employees to take requisite meal periods/lunch times or breaks, monetary penalties may apply. Ms. Karila knows these laws and can advise you whether you are an employee or employer. Monetary penalties can apply if nonexempt employees do not receive the opportunity to take meal periods and/or breaks. Requiring an employee to work during lunch may also result in the employer owing the worker money for not being able to take their lunch half-hour.
Independent Contractor or Employee Misclassification:
It is unlawful for an employer to misclassify a worker as an independent contractor if they are actually an employee. Misclassification can be very costly in that employees must be given their rights under California labor laws. Whether a worker is an employee or independent contractor depends on what duties the employee performs and how much control, if any, the employer or principal has over the worker. Call Ms. Karila to discuss.
Whistleblower Protection:
A whistleblower is a worker who reports his/her employer's illegal activity to a governmental agency. Recently, the law was expanded to protect employees who report illegal activity of the employer to a supervisor or employee within the employer who can investigate the illegal conduct and make it stop. Whistleblower protection is commonly misunderstood to include any complaint by an employee. However, it only applies to violations of the law which an employee complained about.
Late Payment of Final Paycheck:
California has strict laws regarding when an employer is legally required to pay an worker's last check. If the employee was fired or laid off or quit by giving at least 72 hours' notice, the final check, including all earned and unused vacation or PTO (not sick leave) is due on the date of termination; the last day of the employee's job. If the employee quit and did not provide at least 72 hours' notice, the final paycheck is due within 72 hours of the time he/she quit. If the final check is late, the employer may have to pay the employee waiting time penalties plus the employee's attorney's fees. See Ms. Karila's Blog on this website about this topic.
Employment Contracts:
Ms. Karila drafts, reviews, analyzes and consults regarding written employment contracts including severance agreements, commission agreements which are required under California law if employees are paid commissions, nonsolicitation and nondisclosure agreements. Ms. Karila also represents parties to employment contracts which have been breached.
Employee Manuals:
Employers are not legally required to provide employee manuals to their employees. However, California law does require that employers provide written notice of many laws and rights of workers. As such, a well written and complete employee manual is essential so that employees are provided with the laws, rules, policies of their employer and so that employers can be sure that they are legally complaint with notice requirements imposed by the law. Law Office of Kristine S. Karila has drafted or revised employee manuals for hundreds of employers who employ workers within the State of California.
Alternative Workweek Schedule
Employers may establish a procedure referred to as an alternative workweek schedule in which employees work four 10 hour days in a workweek and are not owed overtime. To set up such a policy, it is mandatory that the schedule is set up pursuant to California labor laws. If each of the elements of setting up this procedure is not done correctly, an employer may owe employees overtime, plus monetary penalties, interest, attorneys' fees, etc. If your company has or wants to have an alternative workweek schedule, call Law Office of Kristine S. Karila for advice and assistance.
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