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When a company hires you to do a job, you deserve to be treated well and paid fairly. You also have the right to experience a work environment that is free from discrimination and harassment. Employers must abide by certain laws regarding how they treat their employees, and if you believe your employer has violated one of those laws, we are here to put our 10+ years of experience to work for you.
At KJT Law Group, our lawyers help mistreated employees seek justice and compensation from their unscrupulous employers. Contact us today to learn how a Glendale employment law attorney from our team can fight for your rights.
Turn to Our Employment Law Lawyers for Personalized Legal Support
At KJT Law Group, we accept cases of all sizes and complexities. Unlike some other law firms in the area, we don’t pass difficult cases off to other law firms. No case is too small or too large for us. No matter what employment issue you bring to us, we will roll up our sleeves and get to work immediately.
We understand that no two cases are exactly alike, so we pride ourselves on tailoring our legal strategy to your unique concerns, goals, and needs. You will never be just another case number to us—we will treat you like you are our only client and ensure your case gets the individual attention it deserves. You will work directly with your attorney in your fight for justice and fair compensation.
Let Us Put Our Knowledge of and Experience in Employment Law Cases to Work for You
We have extensive experience in employment law cases, many of which have resulted in six- or seven-figure settlements. Here are just a few examples:
Whether your employer forced you to work without fair pay, wrongfully terminated your employment, allowed or exposed you to continual harassment, or otherwise treated you unfairly, we want to hear your story. Contact KJT Law Group today for a free legal consultation.
Types of Employment Law Cases We Can Assist You With
Our Glendale employment law attorneys at KJT Law Group can help you with various employment-related issues, including:
Wrongful Termination
While an employee can be fired from their job for many legitimate causes, employers generally cannot fire employees for the following reasons, according to the State of California Department of Industrial Relations:
- They took sick leave that they were entitled to.
- They filed a workers’ compensation claim.
- They reported a safety issue or workplace harassment.
- They disclosed information about their salary or wages to others.
- They must take breaks to pump breast milk for their child.
- They refused to work more hours than the Industrial Welfare Commission requires.
- They are a victim of domestic abuse, stalking, or sexual assault and took reasonable time off work to ensure their safety.
- They took time off work for jury duty or to comply with a court order or subpoena.
Workers also cannot be fired based on sex, race, religion, political affiliation, gender identity, marital status, and other protected categories. If your employer terminated your employment for any of these or another unscrupulous reason, we want to hear from you.
Wage or Hour Disputes
Employees deserve to receive fair wages for the jobs they perform. You may have a viable wage and hour case against your employer if:
- You receive less than minimum wage.
- You are not allowed to take adequate breaks.
- You are forced to work off the clock without pay.
- You do not receive overtime pay for extra work.
Sexual Harassment
According to the State of California Department of Justice, workplace sexual harassment occurs when unwanted sexual advances or other sexual conduct (whether physical, visual, or verbal) creates an “intimidating, hostile, or offensive” work environment. Discrimination based on sex is also unacceptable in the workplace.
If you are a victim of sexual harassment or discrimination, we can help you seek compensation for the pain you have endured.
Damages You May Qualify for in an Employment Law Claim
Your employment law attorney can help you file a claim or lawsuit against your employer seeking economic and non-economic damages such as the following:
- Lost wages and benefits, including backpay
- Costs of searching for a new job
- Attorney fees
- Pain and suffering
- Emotional distress
- Punitive damages, in some extreme cases
- Injunctive relief, such as getting your job back or getting a promotion you were denied due to discrimination
How Our Glendale Employment Law Lawyers Can Help You
When you reach out to our law firm, our attorneys will handle the entire legal process for you and fight for justice and fair compensation. Your Glendale employment lawyer will:
- Determine whether you have a valid claim
- Explain how California laws and federal laws affect your case
- Gather evidence of your employer’s wrongdoing
- Handle all communication with your employer and other involved parties on your behalf
- Represent you in all official proceedings
- Aggressively advocate for you and fight to secure fair compensation for the personal and professional harm you’ve suffered
We work on a contingency fee basis, so you will pay us nothing upfront or out of pocket to start working on your case. You will only pay us if we recover financial compensation for you.
Contact Us Today to Learn More About Hiring a Glendale Employment Law Attorney
At KJT Law Group, we have recovered over $100 million for injury victims and mistreated employees, and we want to help with your case. You deserve compensation for the turmoil you have endured, and we are here to help you fight for every penny.
We want to hear from you and tell you how our Glendale employment law lawyer can help. Contact our legal team today for a free initial consultation.
Glendale Employment Law Attorney FAQs
Does California law protect Glendale employees from being punished for discussing their salaries with coworkers?
Yes. Under California Labor Code Section 232, employers are prohibited from retaliating against or disciplining employees for discussing their wages with coworkers. Glendale employees have a protected right to share salary information, and any employer who punishes them for doing so may be violating state law.
Can a Glendale employer require me to work through my lunch break without paying me extra?
No. Under California Labor Code Section 512, Glendale employers must provide a 30-minute uninterrupted meal break for shifts over five hours. If your employer requires you to work through your lunch break, you are entitled to one additional hour of pay as a premium wage penalty.
Can I file an employment law claim in Glendale if I was harassed by a coworker rather than a manager?
Yes. California law holds Glendale employers liable for workplace harassment by coworkers if they knew or should have known about the conduct and failed to take reasonable corrective action. You do not need to be harassed by a manager to have a valid employment law claim.
What is the minimum wage for employees working in Glendale, California?
As of March 2026, Glendale follows the California state minimum wage of $16.90 per hour for most employees. However, hotel workers at establishments with 60 or more rooms earn a higher local rate of $22.50 per hour. Fast food and healthcare workers also have higher state-mandated minimums.