Richardson Employment Law, P.C.Richardson Employment Law, P.C.2026-06-11T10:49:54Zhttps://www.richardsonemploymentlaw.com/feed/atom/WordPress/wp-content/uploads/sites/1104697/2024/09/cropped-Richardson_Employment_Law_Site_icon-1-32x32.pngby Richardson Employment Law, P.C.<![CDATA[Do I Have a Wrongful Termination Case in California?]]>https://www.richardsonemploymentlaw.com/?p=495992026-05-14T05:21:34Z2026-05-14T05:21:34Zunfair and what is unlawful, but they are not the same thing. California is an at-will employment state, meaning employers can generally let you go for any reason—or no reason at all—even if it feels unfair. However, when the real reason crosses the line into unlawful territory, you may have a wrongful termination claim.
The Reason Behind the Firing Matters
The strength of a wrongful termination case depends on why you were fired. Even if your employer gave a reason—“performance issues” or “restructuring”—what matters is whether the real reason was illegal. Common illegal reasons for termination in California include:
Discrimination. Your employer cannot fire you because of your race, sex, age, disability, pregnancy, religion, sexual orientation, national origin, or other protected characteristic.[1]Retaliation. If you were fired after reporting discrimination, harassment, safety violations, wage theft, or other suspected legal violations, your termination may have been retaliation.[2]Taking or requesting protected leave. If you were fired while on protected medical or family leave, shortly after returning from leave, or after requesting leave your employer did not want to grant, that is a red flag.[3]Exercising a legal right or refusing to violate the law. If your employer fired you for refusing to do something illegal, for reporting a legal violation, or for exercising a right that California law protects, that may be wrongful termination in violation of public policy.
Breach of contract. If your employer made specific promises about your job security or termination procedures—whether in a written contract, an employee handbook, or verbally—and failed to honor them, you may have a breach of contract claim.
Signs Your Firing May Have Been Illegal
There is no single test for wrongful termination, but certain patterns show up in strong cases. Ask yourself:
Was the timing suspicious? Were you fired shortly after reporting a problem, requesting leave, or engaging in another protected activity? If things changed quickly after you spoke up, that is one of the most telling signs.
Was the explanation vague or inconsistent? Phrases like “not a good fit” or “going in a different direction” are often used to disguise the real reason. If the explanation does not match your actual performance or the story keeps changing, that may be evidence of pretext.
Did your employer skip its own procedures? If your employer skipped progressive discipline and went straight to termination—especially shortly after a complaint or leave request—it may suggest the real reason was something else.
Were you treated differently than others? If coworkers did the same thing and were not fired, or you were held to a stricter standard than people outside your protected group, that may support a discrimination or retaliation claim.
Were you replaced by someone outside your protected class? If you are over 40 and were replaced by someone decades younger, or you were fired while pregnant and replaced by someone who is not, those facts may be relevant to your claim.
What Makes a Case Strong—and What Makes It Harder
The strongest wrongful termination cases tend to involve a clear protected activity or characteristic, a short time gap between that activity and the firing, a weak or shifting explanation from the employer, and documentation—emails, texts, performance reviews—that supports the employee’s version of events. Cases may be especially strong when the employee had a clean work history and no prior discipline.
Cases can be harder when there is a long gap between the protected activity and the firing, when the employer has well-documented performance problems, or when the employee signed a severance agreement without consulting an attorney first. That said, a more difficult case is not a losing case. An experienced employment lawyer can help you understand whether the facts support a claim.
You Do Not Have to Figure This Out Alone
If you have recently been terminated and believe the reason may have been unlawful, an experienced California employment attorney can help you assess whether your termination gives rise to a legal claim. Do not wait too long—there are strict deadlines for filing wrongful termination claims, and the sooner you act, the better your chances of preserving important evidence.
Frequently Asked Questions
Can I sue for wrongful termination if I was an at-will employee?
Yes. At-will employment means your employer can fire you for any legal reason—not any reason at all. If the real reason was discrimination, retaliation, or another unlawful motive, you may have a claim regardless of your at-will status. An employment lawyer can help you evaluate whether the circumstances of your termination may have been illegal.
What if my employer says I was fired for poor performance but I had good reviews?
This is one of the most common scenarios in wrongful termination cases. When an employee has a strong track record and is suddenly fired for “performance” shortly after engaging in protected activity, that discrepancy may be evidence that the stated reason is pretextual. A wrongful termination lawyer can help you build the case around this evidence.
Can I still have a case if I quit instead of being fired?
Potentially. If your employer made your working conditions so intolerable that you had no reasonable choice but to resign, you may have a claim for constructive discharge. This can arise when an employer deliberately creates a hostile environment to force you out. An experienced employment lawyer can help you determine whether your situation may qualify.
I signed a severance agreement. Can I still bring a claim?
It depends on what the agreement says and the circumstances under which you signed. Some severance agreements may be unenforceable for various reasons. If you already signed, an employment attorney can review it. If you have not signed yet, you should talk to a lawyer before you do.
How much is a wrongful termination case worth?
The value depends on many factors, including your lost wages, the strength of the evidence, whether the employer’s conduct was particularly egregious, and the emotional impact of the termination. Cases involving retaliation, discrimination, or leave violations may result in significant recoveries. The best way to understand the potential value of your case is to consult with an employment lawyer.
How long do I have to file a wrongful termination claim in California?
Deadlines vary depending on the type of claim. Some claims require filing a complaint with a government agency before you can file a lawsuit, and each type of claim has its own timeline. Because missing a deadline can permanently bar your claim, consult with an attorney as soon as possible after you are terminated.
Take the Next Step
If you believe you were wrongfully terminated, Richardson Employment Law, P.C., can help you evaluate your situation. We represent employees throughout California, with offices in Sacramento and Roseville. Our consultations are free, and we handle cases on a contingency basis—there is no cost unless we recover compensation on your behalf. Call 916-963-7140 today to schedule a free case review.
This blog post is provided for general informational and marketing purposes only and should not be construed as legal advice. You should consult with a California employment attorney to obtain guidance tailored to your specific circumstances.
[1] See, e.g., Cal. Gov’t Code § 12940(a) (prohibiting employment discrimination on the basis of race, sex, age, disability, pregnancy, sexual orientation, and other protected characteristics); see also 42 U.S.C. § 2000e-2(a) (race, color, religion, sex, and national origin); 29 U.S.C. § 623 (age); 42 U.S.C. § 12112(a) (disability); 42 U.S.C. § 2000e(k) (pregnancy).
[2] See, e.g., Cal. Gov’t Code § 12940(h) (prohibiting retaliation against employees who oppose practices forbidden under the FEHA or who file complaints, testify, or assist in FEHA proceedings); Cal. Lab. Code § 1102.5 (prohibiting retaliation against employees who report suspected violations of law); Cal. Lab. Code § 6310 (prohibiting retaliation against employees who complain about workplace safety or health conditions).
[3] See Cal. Gov’t Code § 12945.2 (California Family Rights Act); see also 29 U.S.C. § 2601 et seq. (Family and Medical Leave Act).]]>On Behalf of Richardson Employment Law, P.C.<![CDATA[Fired After Reporting Something at Work? That May Be Illegal Retaliation in California]]>https://www.richardsonemploymentlaw.com/?p=495502026-04-14T04:49:32Z2026-04-14T04:43:40ZYou reported something at work—fraud, safety violations, discrimination, harassment—and shortly after, you were fired, demoted, or pushed out. If that sounds familiar, you may have been the target of illegal workplace retaliation.
California has some of the strongest anti-retaliation protections in the country. Multiple state laws—including the whistleblower protection statute (Labor Code § 1102.5), the workplace safety retaliation statute (Labor Code § 6310), and the Fair Employment and Housing Act (FEHA)—prohibit employers from punishing employees who report wrongdoing. If your employer crossed the line, you may have a legal claim.
What Is Workplace Retaliation?
Workplace retaliation occurs when your employer takes a negative employment action against you because you reported something the law protects. The negative action does not have to be a termination. Under California law, retaliation can include demotion, pay cuts, having your hours reduced, being transferred to a less desirable role, receiving sudden write-ups for conduct that was never a problem before being excluded from opportunities you previously had, or some other form of adverse action.
What Types of Reporting Are Protected?
Several California statutes protect employees who report problems at work. The most important include:Reporting suspected legal violations. Under Labor Code § 1102.5, your employer cannot retaliate against you for reporting conduct you reasonably believe violates a federal, state, or local law or regulation. This applies whether you report to a government agency, to a supervisor, or to anyone at the company with authority to investigate. Importantly, you are protected even if your employer did not actually break the law—what matters is that you had a reasonable, good faith belief that what you reported was illegal.Reporting unsafe working conditions. Under Labor Code § 6310, your employer cannot retaliate against you for complaining about workplace safety or health hazards—whether you report to your employer or to a government agency like Cal/OSHA.Reporting discrimination or harassment. Under the FEHA, your employer cannot retaliate against you for opposing or reporting workplace discrimination or harassment based on a protected characteristic—such as race, sex, age, disability, pregnancy, or sexual orientation. You are protected whether you filed a formal complaint, reported to HR, or simply spoke up about what you witnessed.Reporting patient safety concerns (healthcare workers). Under Health & Safety Code § 1278.5, healthcare workers who report suspected unsafe patient care or conditions are protected from retaliation. If the employer takes adverse action within 120 days of the complaint, the law presumes it was retaliatory—and the employer must prove otherwise.
Warning Signs of Retaliation
Employers in Sacramento and across Northern California rarely announce that they are punishing someone for speaking up. Instead, the retaliation shows up in patterns. Common warning signs include:Suspicious timing. You were performing well, made a report, and shortly thereafter, you are subjected to an adverse employment action. Sudden discipline for old conduct. Your employer starts writing you up for things that happened before your complaint—things that were never a problem until you spoke up.A pretextual reason that does not add up. The reason your employer gives for the adverse action is vague, keeps changing, or is disproportionate to the alleged offense—such as being fired over a minor administrative error after years of strong performance.Papering your file. After your report, your employer starts building a paper trail—soliciting negative feedback, placing you on a performance improvement plan, or documenting minor issues it previously ignored.Different treatment than coworkers. You are suddenly held to stricter standards, given undesirable assignments, or subjected to surveillance or monitoring that other employees are not.
How Retaliation Cases Are Proven
In whistleblower retaliation cases under Labor Code § 1102.5, the California Supreme Court has held that once the employee shows their protected report was a contributing factor in the employer’s adverse action, the burden shifts to the employer to prove—by clear and convincing evidence—that it would have taken the same action regardless of the report. This is a high bar. When the timing between a report and the adverse action is short, and the employer’s stated reason does not hold up under scrutiny, it becomes very difficult for the employer to clear it.
What Should You Do If You Think You Were Retaliated Against?
Talk to an experienced employment lawyer as soon as possible. There are deadlines for filing retaliation claims, and the sooner you act, the stronger your position. In the meantime, preserve any evidence you have—emails, text messages, performance reviews, disciplinary notices, and anything that shows the contrast between how you were treated before and after your report.
Frequently Asked Questions
Can I be fired for reporting my employer to a government agency?
No. Under California Labor Code § 1102.5, employees who report suspected legal violations to a government or law enforcement agency are protected from retaliation. If you were fired or disciplined after making a report, you may have a claim. A Sacramento employment lawyer can evaluate the facts of your situation.
What if I reported something to HR and nothing happened—then I got fired?
If you reported discrimination, harassment, safety hazards, or other legal violations to HR and were later fired, your employer’s failure to act on your complaint does not eliminate your retaliation claim. In many cases, it may strengthen it.
Does retaliation only apply if I was fired?
No. Retaliation includes any materially adverse action that would discourage a reasonable employee from reporting. This can include demotion, pay cuts, schedule changes, write-ups, denial of promotions, transfers, heightened surveillance, or being subjected to a hostile work environment. An experienced employment attorney can help you determine if you were retaliated against.
How do I prove retaliation if my employer says I was fired for performance?
Employers almost never admit to retaliation. But if your reviews were positive before your report and suddenly turned negative after, that shift is evidence that the employer’s stated reason is pretextual. Under § 1102.5, once you show your report was a contributing factor, the employer must prove by clear and convincing evidence that it would have acted the same way regardless. An experienced employment attorney can help build this case.
What kind of compensation can I recover in a retaliation case in California?
Depending on the circumstances, you may be entitled to lost wages, emotional distress damages, and in some cases punitive damages. Whistleblower retaliation cases under § 1102.5 also allow for civil penalties of up to $10,000 per violation and an award of attorney’s fees.
Am I protected if it turns out my employer did not actually break the law?
Yes. Under Labor Code § 1102.5, you are protected if you had a reasonable, good faith belief that your employer was violating the law when you made your report. The law protects the act of reporting—not the outcome.
If You Were Retaliated Against for Reporting, We Can Help
Retaliation for reporting wrongdoing is illegal, and you do not have to accept it. If you were fired, demoted, or punished for speaking up, Richardson Employment Law, P.C., can help. We represent employees in Sacramento, Roseville, and throughout Northern California on a contingency basis—you pay nothing unless we win. Contact us at [nap_phone id="LOCAL-CT-NUMBER-1"] to schedule a free case review.This blog post is provided for general informational and marketing purposes only and should not be construed as legal advice. You should consult with a California employment attorney to obtain guidance tailored to your specific circumstances.]]>On Behalf of Richardson Employment Law, P.C.<![CDATA[How to identify wage theft in California]]>https://www.richardsonemploymentlaw.com/?p=494842026-02-16T01:37:21Z2026-02-16T01:37:21ZIf your paycheck does not match the hours you worked, something may be wrong. Wage theft remains a serious issue for employees across California.
What counts as wage theft?
Wage theft occurs when your employer fails to pay all wages you earned under state law. California sets strict rules for overtime, breaks and final pay.The California Labor Commissioner provides examples of wage theft that reflect common violations. Before reviewing your options, consider whether any of the following apply to you:
Unpaid overtime: You worked over 8 hours in a day or 40 in a week without proper overtime pay.
Missed meal or rest breaks: You were denied required breaks without premium pay.
Off-the-clock work: You were told to clock out but continue working.
Illegal deductions: Money was taken from your paycheck for shortages, uniforms or equipment.
Late final wages: You did not receive all earned wages when your job ended.
Misclassification: You were labeled an independent contractor but performed employee duties.
If you recognize one or more of these issues, your employer may be violating California wage laws.
Subtle signs your pay is being shorted
Wage theft is not always obvious. It can appear as small discrepancies that repeat over time.Your paystub may show automatic meal deductions even when you worked through lunch. Your recorded hours may not match your own log. You may also receive a new title without real supervisory authority and lose overtime eligibility as a result.California requires employers to pay for all hours they know or should know you worked. They must also maintain accurate payroll records. When records are incomplete or altered, the law may favor the employee’s reasonable estimate of time worked.Even small underpayments can accumulate. Over months or years, missed overtime or unpaid premiums could result in significant lost wages.
What steps can you take?
You can take proactive measures to safeguard your rights. Begin by maintaining an independent record of your hours worked, meal and rest periods and assigned duties. Retain copies of pay stubs, schedules and work-related communications on a personal device.You may pursue a claim with the Labor Commissioner. Under certain circumstances, a civil action could permit recovery of unpaid wages, statutory penalties and other available damages.If you want to better understand your options, an employment attorney can evaluate your records, explain potential claims and identify applicable deadlines.]]>On Behalf of Richardson Employment Law, P.C.<![CDATA[Supreme Court Eliminates Extra Hurdle for Majority-Group Discrimination Claims]]>https://www.richardsonemploymentlaw.com/?p=484092025-12-12T18:00:12Z2025-06-09T06:50:44ZAmes v. Ohio Department of Youth Services, the Court clarified that all workers—regardless of whether they’re in a majority or minority group—are subject to the same standard when alleging discrimination.
Case Summary
Marlean Ames, a straight woman, worked for Ohio’s Department of Youth Services for over 15 years. In 2019, she applied for a management role but was passed over for a lesbian woman. Later, Ames was demoted, and a gay man was hired to fill her previous position. Ames filed a lawsuit, claiming she was discriminated against because she is straight.
The Sixth Circuit Court of Appeals dismissed her claims, applying the so-called “background circumstances” rule. This rule required majority-group employees—such as white, male, or heterosexual workers—to provide additional evidence that their employer was the kind of unusual entity that discriminates against majority-group members. This rule had been adopted by the Sixth, Seventh, Eighth, Tenth, and D.C. Circuits, creating an uneven playing field for these claims.
The Supreme Court’s Ruling
In a straightforward opinion by Justice Ketanji Brown Jackson, the Court rejected the heightened standard, holding that federal anti-discrimination law applies equally to every employee, regardless of group membership. The Court explained that discrimination protections are for “any individual,” and courts cannot impose special burdens based solely on whether a plaintiff is in a majority group. This decision removes the additional barrier that some courts had created for majority-group employees. Now, all employees—whether part of a majority or minority group—have the same standard to meet when bringing forward claims of workplace discrimination.
If You Have Questions About Discrimination at Work
If you believe you have been treated unfairly at work—whether in hiring, promotion, or termination—because of your race, sex, or other protected characteristic, an experienced California employment attorney can help you evaluate what happened, explain your options, and guide you through the next steps.
]]>On Behalf of Richardson Employment Law, P.C.<![CDATA[Wrongful Termination in California: What It Is and What You Can Do]]>https://www.richardsonemploymentlaw.com/?p=483972025-12-12T18:00:53Z2025-04-01T04:54:33ZWhat is Wrongful Termination in California?
Wrongful termination occurs when an employer fires an employee in violation of the law or public policy. Even in an at-will state like California, your employer cannot terminate you for reasons that are discriminatory, retaliatory, or otherwise unlawful.
Common unlawful reasons for termination include:
Discrimination based on protected characteristics such as race, gender, age (40+), disability, pregnancy, religion, sexual orientation, national origin, marital status, or medical condition.
Retaliation for asserting your rights, including:
Reporting discrimination, harassment, unsafe working conditions, or wage violations
Taking protected leave, such as family or medical leave under the Family Medical Leave Act (“FMLA”) or the California Family Rights Act (“CFRA”)
Requesting accommodations for a disability or religious belief
Filing a workers’ compensation claim
Participating in a workplace investigation
Disclosing suspected violations of law
Refusing to break the law at your employer’s request (such as declining to commit fraud or violate safety regulations)
Breach of contract, whether written, oral, or implied. If your employer made specific promises about job security or termination procedures and failed to honor them, you may have a claim.
Even in an at-will job, the law draws a clear line: your employer cannot fire you for exercising your rights or based on who you are. If they do, you may have grounds to take legal action.
Common Signs of Wrongful Termination
Not every firing is wrongful. But certain red flags may suggest something illegal occurred. Ask yourself:
Was the timing suspicious? Were you fired soon after reporting a workplace issue or requesting leave?
Were policies ignored? Did your employer skip their normal discipline or termination procedures?
Was the explanation vague or inconsistent? For example, being fired for being a “bad fit” after years of strong performance could raise questions.
Did someone replace you quickly — and with someone outside your protected class? That might point to discrimination.
Can I Pursue a Wrongful Termination Claim If I Quit My Job? (Constructive Termination)
You don’t have to be formally fired to bring a claim. If your employer made your working conditions so intolerable that you had no reasonable alternative other than to quit, you may have a claim for what is known as constructive termination (or constructive discharge).
What Should You Do if You Think You Were Wrongfully Terminated?
If you suspect you’ve been wrongfully terminated, consider taking the following steps:
Write down everything. Keep notes about what happened — dates, conversations, and key documents.
Preserve evidence. Save emails, texts, performance reviews, and anything else relevant.
Don’t sign anything without reviewing it. Severance agreements may waive your rights.
Talk to an employment attorney. An experienced lawyer can help you assess your options and determine whether you have a case.
There are strict deadlines for certain types of claims. For example, discrimination or retaliation claims often require filing with the Equal Employment Opportunity Commission (“EEOC”) or the California Civil Rights Department (“CRD”) before filing a lawsuit — and the clock starts ticking from the date of your termination.
Know Your Rights. Take the Next Step.
Wrongful termination isn’t just about losing a job—it’s about losing your livelihood unfairly. If you’ve been fired and suspect the reason was illegal, don’t wait to find out your rights.
An experienced California employment attorney can help you evaluate what happened, explain your options, and guide you through the next steps. If you think your termination crossed the line, contact an attorney to protect your rights today.]]>On Behalf of Richardson Employment Law, P.C.<![CDATA[Are You Getting Paid the Right Rate for Sick Leave in California?]]>https://www.richardsonemploymentlaw.com/?p=483892025-12-12T18:01:06Z2025-03-04T06:53:47ZHow Sick Pay Is Calculated
For hourly employees, California law requires employers to use one of two methods:
Regular Rate of Pay – This calculation includes all forms of compensation earned during the workweek in which sick leave is taken. This means not just your base hourly wage but also any additional earnings, such as non-discretionary bonuses, shift differentials, and commissions.
90-Day Lookback – This method averages your total wages (excluding overtime premium pay) over the last 90 days, then divides that total by the number of hours worked. This is particularly important for employees with variable schedules or fluctuating pay.
For salaried employees, sick pay must be calculated in the same manner as other forms of paid leave. Employers must ensure consistency in how they handle paid time off across different types of leave.
Common Employer Mistakes
Employers frequently miscalculate sick pay, often to the detriment of employees. Some common mistakes include:
Failing to include non-discretionary bonuses or commissions when calculating the regular rate of pay.
Using only the base hourly wage and ignoring shift differentials or incentive pay.
Incorrectly averaging wages over an improper time period, leading to a lower sick pay rate than what is legally required.
Failing to update pay calculations to reflect recent raises or bonuses that should be included in the calculation.
Even small miscalculations can result in significant lost wages over time, especially for employees who frequently use sick leave. If your employer has consistently underpaid your sick leave, you may be entitled to recover the difference plus potential penalties.
Why This Matters
Sick leave is a legally protected benefit in California, and being shorted on pay can impact not only your finances but also your ability to take time off when needed. Many employees don’t challenge incorrect sick pay because they assume it’s a minor issue, but small underpayments can add up over time. If your employer is miscalculating sick pay for you, they are likely doing the same to others, which could indicate a broader wage violation.
What If You Suspect a Problem?
If your sick pay seems lower than expected, it may be helpful to review your pay stubs and how your employer calculates wages. Because pay calculations can be complex, it’s important to review your pay stubs and understand your rights. If something doesn’t add up, you may want to consult an employment attorney who can help determine whether you are being paid correctly.]]>On Behalf of Richardson Employment Law, P.C.<![CDATA[New Year, New California Minimum Wage]]>https://www.richardsonemploymentlaw.com/?p=483752025-12-12T18:01:20Z2024-12-31T08:51:51ZNew Year, New California Minimum Wage
Starting January 1, 2025, California’s minimum wage will increase from $16.00 to $16.50 per hour for all employers, regardless of size. This statewide increase reflects a cost-of-living adjustment tied to the Consumer Price Index.
For exempt employees, the minimum annual salary will also rise, increasing from $66,560 to $68,640. To qualify as exempt, an employee’s salary must meet this threshold and be paid as a fixed, predetermined amount. Commissions and bonuses do not count toward this salary requirement.
Local Minimum Wages May Be Higher
While $16.50 per hour is the state minimum, many cities and counties in California require higher rates. For example, cities like Berkeley and Sunnyvale have significantly higher minimum wages. If your job involves working in multiple locations, you may be entitled to the highest applicable rate for the hours worked in each jurisdiction.
Industry-Specific Rates
Certain industries in California have unique minimum wage requirements:
Fast-Food Workers: Beginning April 1, 2024, fast-food workers at chains with more than 60 locations nationwide earned a minimum of $20 per hour. This rate may be adjusted further in 2025 based on economic indicators such as the Consumer Price Index.
Healthcare Workers: In 2025, healthcare workers in specific facilities must be paid higher rates. For example, employees at large hospitals must earn at least $23 per hour starting January 1, 2025, increasing to $24 per hour on June 30, 2025. Employees at safety net hospitals will earn a minimum of $18 per hour starting January 1, 2025, with an additional increase of 3.5% on June 30, 2025.
Computer Professionals: Exempt computer professionals must meet specific salary thresholds set under Labor Code section 515.5. For 2025, these thresholds are:
Minimum hourly rate: $56.97 (up from $55.58 in 2024)
Minimum monthly salary: $9,888.13 (up from $9,646.96 in 2024)
Minimum annual salary: $118,657.43 (up from $115,763.35 in 2024)
Licensed Physicians: Hourly-paid licensed physicians classified as exempt must earn a minimum of $103.75 per hour starting January 1, 2025.
Are You Being Paid Fairly?
Employees have the right to be paid at least the minimum wage for every hour worked, including overtime where applicable. Industry-specific minimum wages ensure fair compensation tailored to the unique demands of certain roles. If you believe your employer is underpaying you or failing to comply with wage and hour laws, you may be entitled to recover unpaid wages and penalties.
If you have questions about your pay or other employment-related concerns, contact Richardson Employment Law, P.C. today for a free consultation.]]>