San Diego Litigation Attorney

On March 23, 2023, Olsen Law Offices filed a disability discrimination and wrongful termination case against Financial Partners Credit Union.The case was filed in San Diego Superior Court, case no. 37-2023-00012117-CU-WT-CTL. 

As an employee, there are several important things that you should look for in a separation agreement. Here are some key points to consider: Severance pay: The separation agreement should clearly state the amount of severance pay you will receive, as well as any conditions or restrictions on receiving it. Non-compete clauses: Check whether the agreement contains any non-compete clauses that could limit your future job prospects. These clauses typically prohibit you from working for a competitor for a certain period of time after leaving your current employer. Confidentiality clauses: Look for any clauses that require you to keep the terms of the separation agreement confidential, as well as any other confidential information you may have obtained during your employment. Release of claims: The agreement may include a release of claims clause, which means that you give up your right to sue your employer for any reasons related to your employment. Make sur

On March 22, 2023 IPVM, a news source that covers the surviellance and technology industry, published an article concerning our client's case against Dahua Technology USA, Inc. 

Can I Report Illegal Activities by My Employer Without Getting Fired? This is one of those questions that have the ideal-legal answer and a more practical, real life response. Under the law, you have a right to report an employer's illegal activities without fear of retaliation. That's the ideal under the law. But in real life, if you discover that your employer is engaged in unlawful activities, then repoting your employer could put your job at risk, and you may face retaliation from your employer. Keep in mind that your employer is likely not stupid enough to tell you that the reason you're being termianted is because you engaged in a protected activity such as reporting illegal acts. Instead, what your employer will do is terminate you for some other reason--any other reason, incluidng no reason. While this doesn't stop them from wronfully terminating you--and it certainly won't prevent you from filing a retaliation/wrongful termiantion case.

What Kinds of Challenges Do Employees Face? There are a number of challenges that face employees these days. While every employee and every employer is a little different, there are a few categories that transcend all job types. The biggest challenges faced by employees can vary depending on factors such as their industry, location, job level, and personal circumstances. However, some of the most common challenges that employees face include: Job Security: Many employees worry about losing their jobs due to factors such as economic downturns, company restructuring, or automation. Work-Life Balance: Employees may struggle to balance their work commitments with their personal lives, leading to stress, burnout, and decreased productivity. Health and Safety: Employees may face health and safety risks in their workplace, such as exposure to hazardous materials, physical strain, and workplace violence. Discrimination and Harassment: 

We have a long record of representing employees within the warehouse and logistics industries. Warehouse workers often face a variety of employment rights violations, including: Wage and Hour Violations: Many warehouse workers are paid low wages and are not paid for all the hours they work, including overtime. They may also be denied meal and rest breaks, as required by law. Health and Safety Violations: Warehouse workers often face hazardous working conditions, such as heavy lifting, repetitive motions, and exposure to chemicals and other toxins. They may not have access to adequate protective gear or training, which can put their health and safety at risk. Discrimination: Warehouse workers may face discrimination based on their race, gender, age, or other protected characteristics. They may be subjected to unequal pay or denied opportunities for promotion or advancement. Retaliation: Workers who speak out about wage and hour violations, health and saf

What kind of evidence do we need to have to prove an overtime claim? In order to prove a claim for unpaid overtime, you will need to gather evidence to show that your employer failed to pay you for all hours worked over 40 in a workweek. Here are some types of evidence that may be helpful in proving your claim: Time records: Your employer is required to keep accurate records of the hours you work each day, including the start and end times of each shift, any breaks or meal periods, and the total number of hours worked each week. If your employer has time records that show you worked overtime hours without being paid, this can be strong evidence in support of your claim. Pay stubs: Your pay stubs can also provide valuable evidence of your overtime hours and pay. If your pay stubs show that you were not paid for all hours worked or were paid at your regular rate for overtime hours, this can help support your claim. Emails or other correspondence: If you have a

Olsen Law Offices has extensive experience filing and litigating claims through the Department of Labor. This blog identifies the types of claims you may pursue through the Department of Labor, the remedies available, and whether you could collect attorneys' fees following a successful case. 

A general overview of the EEOC process contains six basic steps: 1) contacting the EEOC; 2) complete an EEOC intake form; 3) submit a charge of discrmination; 4) Investigation; 5) Mediation; and 6) Right to Sue letter. 

Employers who wrongfully terminate employees based on discriminatory reasons rarely (almost never) admit the discriminatory basis as the reason for termination. Instead, employers will use false or misleading reasons to hide the discriminatory basis. Thses false or misleading reasons are referred to as "pretext." This blog entry provides an overview of pretext and how we can prove it.