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Single Plaintiff Employment Cases

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For more information, visit our Employment Law Q&A section to better understand your situation.

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At Tunyan Law, APC, we are dedicated to representing employees in individual employment law matters. We advocate for workers whose rights have been violated in the workplace, including—but not limited to—the following types of cases:

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Wrongful Termination

While California is an at-will employment state—meaning employers may terminate employees for any reason or no reason—there are critical exceptions. Termination is unlawful when it is based on protected characteristics such as race, national origin, marital status, disability, gender, sexual orientation, religion, or citizenship status. It may also constitute wrongful termination when it violates public policy (e.g., retaliating for engaging in protected activity) or breaches an employment contract.

 

Discrimination

California law prohibits workplace discrimination based on protected characteristics, including:

  • Age

  • Race

  • National origin

  • Religion

  • Gender

  • Sexual orientation

  • Gender identity

  • Marital status

  • Disability

  • Pregnancy

  • Use of medical or family leave

Employees facing harassment or a hostile work environment are protected under the Fair Employment and Housing Act (FEHA). Harassment may be verbal, physical, or visual—examples include derogatory remarks, unwanted touching, or inappropriate gestures.

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Sexual Harassment

Sexual harassment is not limited to physical conduct. It includes any unwelcome verbal or emotional conduct based on a person's sex or gender identity. This may involve offensive comments, crude jokes, exclusionary behavior, or inappropriate physical contact.
Both Title VII of the Civil Rights Act of 1964 and California’s FEHA prohibit sexual harassment, with FEHA applying to a broader range of employers.

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Retaliation for Protected Activity

It is unlawful for an employer to retaliate against an employee for participating in legally protected activities, including:

  • Filing complaints with the Labor Commissioner or courts

  • Reporting workplace safety violations

  • Serving on a jury or appearing in court as a witness

  • Discussing or disclosing wages

  • Taking protected sick leave

  • Refusing to engage in illegal activities

  • Exercising free speech or petition rights

Adverse actions may include termination, demotion, or other disciplinary measures taken in response to protected conduct.

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Severance Agreement Negotiations

California employers are generally not required to offer severance pay unless contractually obligated through an employment or union agreement. However, when severance is offered, employees should ensure the agreement is legally valid and does not waive rights that cannot be waived under California law. We assist clients in negotiating fair and enforceable severance agreements.

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Whistleblower / Qui Tam Claims

Employees are protected under both state and federal laws when reporting an employer’s fraudulent or illegal activities against the government. Employers may not retaliate against workers who expose fraud, including violations under the California False Claims Act or the federal False Claims Act (Qui Tam).

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Wage and Hour Violations

Employees may be entitled to compensation for various wage and hour violations, including:

  • Unpaid minimum wage or overtime

  • Unpaid bonuses or commissions

  • Missed, interrupted, or untaken meal and rest breaks

  • Misclassification as an independent contractor

  • Unreimbursed business expenses

  • Failure to pay final wages upon termination

We help employees pursue all available damages and penalties under California labor laws.

 

Facing Any of These Employment Issues? We Can Help.

 

📞 Contact Tunyan Law, APC at 323-410-5050 today to schedule a consultation and discover how we can help you seek the justice you deserve.

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