Employment Law

Employment Law Attorney in Glendale

Two Former Employment-Defense Partners on Every Case

Termination, retaliation, discrimination, harassment, unpaid wages, and denied leave can put an employee at a disadvantage, particularly when the employer controls personnel files, internal communications, and the explanation for its decision. We help Glendale employees examine the sequence of events, the employer’s stated reasons, and the available evidence to determine which legal options may exist.

At Domb Rauchwerger LLP, two former employment-defense partners work together on every case. Our corporate-side background helps us anticipate how employers, insurers, and defense counsel may frame a dispute. We use that insight to protect employee rights.

Call (213) 772-5882 to discuss your workplace dispute and possible next steps with our employment law attorneys.

Employment Claims We Handle for Glendale Employees

Our employment lawyers represent California employees in individual disputes and broader class and representative actions. Each claim requires an analysis of the conduct, available evidence, and applicable protections.

We handle cases involving:

Wrongful termination and workplace retaliation
Employment discrimination based on protected characteristics
Disability discrimination and reasonable accommodation
Pregnancy and transgender discrimination
Harassment and hostile work environment claims
Equal pay and leaves of absence
Unpaid minimum wage, overtime, meal breaks, and rest breaks
Employee misclassification and other wage and hour claims
Whistleblower disclosures and resulting retaliation

How We Evaluate a Workplace Dispute

An unfavorable workplace decision isn’t automatically unlawful. A meaningful review considers why the employer acted, whether protected activity or status was involved, how comparable employees were treated, and whether the records support the employer’s account.

Potential evidence may include employment agreements, pay records, schedules, performance reviews, emails, text messages, leave documentation, complaints, and communications about discipline or termination. We identify the relevant materials and procedural requirements, then analyze the available paths before recommending a strategy.

Administrative Complaints & Litigation

Some claims require a filing with the California Civil Rights Department or the Equal Employment Opportunity Commission before a lawsuit can proceed. We handle the process from administrative complaints through negotiation, arbitration, or trial, explaining each phase in plain language.

California Employee Protections

A dispute may involve the California Fair Employment and Housing Act, the California Labor Code, federal anti-discrimination laws, leave protections, accommodation duties, or whistleblower laws. Filing requirements and deadlines vary by claim and forum, so employees shouldn’t assume one deadline applies to every workplace issue.

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Direct Access to Both Founding Partners

Both founding partners work together on each case from start to finish rather than transferring it to junior associates. Clients can reach our team directly by call or text, receive prompt responses, and stay informed between major developments, including during extended litigation.

We explain complicated legal issues clearly and adapt our communication for clients whose primary language isn’t English. We don’t rush strategic decisions. We examine the details, discuss the available choices, and remain approachable with our clients while advocating forcefully with employers and opposing counsel.

$9.9 Million Arbitration Award & $5.7 Million Jury Verdict

We secured these outcomes in complex cases and have represented physicians and nurses in termination and retaliation disputes where careers and professional licensing were at stake.

Past results don’t determine the outcome of another case. Every claim turns on its facts, evidence, legal theories, procedural posture, and available remedies. We represent clients in individual claims as well as class and representative actions involving broader workforce issues.

What to Gather Before an Initial Conversation

Preserve relevant emails, text messages, pay records, policies, performance reviews, schedules, leave documents, and termination or disciplinary notices. Don’t alter the records. Consider obtaining legal advice before signing a severance agreement or making an irreversible employment decision.

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Corporate-Defense Insight Used for Employee Advocacy

Our founding partners spent years representing Fortune 500 companies at one of the nation’s largest employment-defense firms. We now apply that perspective for employees by identifying the arguments defense counsel may raise and preparing for them before they shape the case.

Domb Rauchwerger LLP was created to give individuals access to the caliber of employment representation that well-funded companies routinely retain. Having both partners involved brings two strategic perspectives to each case and gives clients consistent senior-level attention throughout the process.

Why Early Legal Review Can Matter

Speaking with an employee rights attorney before taking the next step can clarify which events warrant closer review, which records to preserve, and whether an administrative process may apply. It can also reveal how a proposed severance agreement, internal complaint, resignation, or response to discipline could affect your options.

During an initial discussion, we can review the core timeline, available documents, potential deadlines, and your goals. A consultation doesn’t establish that a claim will succeed. Any assessment depends on the applicable law, evidence, and circumstances.

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Discuss Your Glendale Employment Dispute

Our two founding partners bring corporate-defense insight, direct attorney access, and deliberate case preparation to employee claims throughout California. Tell us what happened, when the key events occurred, and which records you have so we can discuss possible next steps.

We offer complimentary consultations and accept qualifying employment cases on a contingency basis. You don’t pay attorney fees unless we obtain a recovery for you.

Call (213) 772-5882 to request a complimentary consultation with Domb Rauchwerger LLP.

Former Defense Attorneys
Gain a unique advantage with our firsthand knowledge of how corporations and insurance companies operate.
Collaborative Approach
Our founders collaborate on every case. This dynamic approach enhances our ability to secure favorable outcomes for you.
Respected in the Legal Community
Our esteemed reputation and well-established connections within the legal community set us apart.
Free Consultations
Talk through all of your legal options during a free consultation.
Millions Recovered on Behalf of Our Clients
Our track record of successful outcomes demonstrates our proficiency and commitment to fighting for your rights.
Hablamos Español
Employment law help provided by a Spanish-speaking team.

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