Fired, Harassed, or Discriminated Against at Work?
Rager & Yoon represents employees exclusively — wrongful termination, discrimination, harassment, retaliation, and wage disputes across Los Angeles. Free consultation.
- Employees only — never represents employers
- Jeffrey Rager — 43 trials to verdict, admitted to the bar since 1996
- Free consultation, no obligation
- Contingency fee — no fee unless we recover compensation for you
How We Can Help
From a wrongful termination to an unpaid overtime claim, every employment case turns on its own facts and timeline — a free consultation is the fastest way to find out where your case stands.
Wrongful Termination
California is an at-will employment state, but firing an employee for an illegal reason is still unlawful — even without a written contract.
Learn more →Workplace Discrimination
California's Fair Employment and Housing Act (FEHA) prohibits discrimination based on a broad list of protected characteristics — broader than federal law.
Learn more →Sexual Harassment
California law recognizes both quid pro quo and hostile work environment sexual harassment, and — unlike many discrimination claims — can hold individual harassers personally liable.
Learn more →Retaliation
It is illegal for an employer to punish an employee for engaging in legally protected activity — even if the underlying complaint is ultimately not proven.
Learn more →Whistleblower
California's whistleblower protection statute covers employees who report suspected legal violations internally or to a government agency, or who refuse to participate in illegal activity.
Learn more →Hostile Work Environment
Severe or pervasive conduct based on a protected characteristic that makes a workplace abusive is illegal under California law — separate from (but often overlapping with) harassment and discrimination claims.
Learn more →Wage & Hour Violations
California's wage and hour laws are among the most protective in the country — covering overtime, meal and rest breaks, and equal pay for substantially similar work.
Learn more →Family & Medical Leave Violations
The California Family Rights Act (CFRA) provides job-protected leave for a serious health condition, new child bonding, or caring for a family member — and covers smaller employers than the federal FMLA.
Learn more →Disability Accommodation
California requires employers to engage in a good-faith interactive process and provide reasonable accommodation for a known disability, absent undue hardship.
Learn more →Kaiser Permanente Employees
A firm focus built over two decades representing physicians and employees of Kaiser Permanente and its affiliated medical groups.
Learn more →Understanding California Employment Law
Why the "Interactive Process" Itself Matters in a Disability Accommodation Case
An employer can be liable for mishandling the PROCESS of discussing accommodation, even separate from whether an accommodation was ultimately denied.
Read article →Reporting a Safety Concern at Work Is Legally Protected — Here’s What That Covers
California’s whistleblower statute protects more than reports to outside agencies — internal reports and refusing illegal instructions are covered too.
Read article →California's Daily Overtime Rule: What Makes It Different From Federal Law
California calculates overtime by the DAY, not just the week — a meaningful difference from federal law that many employees don’t know about.
Read article →Common Questions
If I'm an at-will employee, can my employer really fire me for any reason?
Not quite. "At will" means your employer doesn’t need a good business reason to let you go — but it still can’t fire you for an ILLEGAL reason. Discrimination based on a protected characteristic, retaliation for reporting something unlawful, firing you for taking legally protected leave, or firing you for refusing to break the law are all illegal regardless of at-will status. At-will employment limits WHY you can’t be fired, not whether certain reasons remain off-limits.
View this answer on its own page →How do I know if my termination was actually wrongful?
The most reliable way is a free case evaluation, where the specific facts — what was said, the timing relative to any complaint or leave request, how similar situations were handled for other employees — can be reviewed directly. Suspicious timing (termination shortly after a complaint, a leave request, or a disability disclosure), inconsistent or shifting reasons from the employer, and different treatment of similarly situated coworkers are common signs worth having reviewed.
View this answer on its own page →What counts as a protected characteristic under California law?
California's Fair Employment and Housing Act (FEHA) covers race, color, national origin, ancestry, religion, sex, gender, gender identity and expression, sexual orientation, age (40 and over), physical or mental disability, medical condition, genetic information, marital status, and military or veteran status, among other categories — a notably broader list than many federal discrimination laws.
View this answer on its own page →How long do I have to file a discrimination or harassment claim in California?
As of 2020, you generally have three years from the discriminatory or harassing act to file a complaint with the California Civil Rights Department (CRD) — a significant extension from the one-year deadline that applied before. A right-to-sue notice from the CRD is generally required before filing a lawsuit in court, so this administrative step should not be skipped or delayed.
View this answer on its own page →Facing Discrimination or Wrongful Termination? Get a Free Case Evaluation.
Free consultation. Employment cases are generally handled on a contingency fee basis — no fee unless we recover compensation for you; ask us for the specifics in writing.
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