Employment Lawyer in Burbank, California

Workplace Discrimination

A discrimination claim arises when an employer takes an adverse action against an employee because of a FEHA-protected characteristic. Common patterns include being passed over for promotion after disclosing a disability, being paid less than colleagues of a different national origin for equal work, or being fired shortly after announcing a pregnancy. For discrimination claims, the employer must have five or more employees.

If you believe you have been treated differently because of one of the categories listed above, an employment discrimination attorney in Burbank can evaluate whether the facts support a FEHA claim and advise on next steps before your filing window closes.

Workplace Harassment

Harassment under FEHA involves unwelcome conduct based on a protected characteristic that is either severe (a single serious incident) or pervasive (a pattern of lesser conduct that together creates a hostile work environment). Harassment and discrimination are legally distinct claims under FEHA and can be filed together. Because every California employer is covered for harassment claims, a Burbank worker at a small family business has the same protections as a worker at a major studio or hospital.

Sexual harassment is one of the most frequently litigated forms. The sexual harassment lawyers in Burbank at Setareh Law Group handle both hostile work environment and quid pro quo claims under FEHA.

Retaliation

FEHA retaliation protection is not limited to termination. The statute prohibits pay cuts, demotions, and reassignments to less desirable positions when taken because an employee exercised a protected right. Protected activity includes reporting harassment internally, requesting a reasonable accommodation for a disability, filing a wage complaint with the Labor Commissioner, or cooperating with a CRD investigation.

Illustrative scenario: A Burbank warehouse worker reports to HR that her supervisor has been making repeated comments about her age. Two weeks later, she is reassigned to a night shift with lower pay. No formal termination occurs. This reassignment and pay cut, if causally connected to the complaint, constitute actionable retaliation under FEHA even though she still has a job. This is a pattern the firm sees regularly: employers who stop short of firing a worker but make continued employment untenable.

If you were disciplined, demoted, or pushed out after reporting a problem at work, the wrongful termination lawyers in Burbank at Setareh Law Group can assess whether constructive discharge or retaliatory adverse action applies to your situation.

Wage and Hour Violations

California’s statewide minimum wage is $16.50 per hour effective January 1, 2025, for all employees regardless of employer size. It is scheduled to increase to $16.90 per hour on January 1, 2026. Paying below either threshold is wage theft, and the Division of Labor Standards Enforcement (DLSE), also called the Labor Commissioner’s Office, actively investigates and cites employers for violations.

One of the most common wage violations in Burbank and the broader Los Angeles area is misclassification. Employers sometimes label workers as “managers” or “independent contractors” to avoid paying overtime or benefits. Under California law, to qualify for the overtime exemption as an executive, administrative, or professional employee, a worker must earn an annual salary of at least $68,640 per year as of January 1, 2025. That figure equals twice the state minimum wage for full-time work. A worker earning $55,000 per year with the title “shift supervisor” does not meet the salary threshold and is entitled to overtime regardless of how the employer describes the role.

The Labor Commissioner’s Bureau of Field Enforcement (BOFE) demonstrates how seriously California takes these violations. In October 2025, BOFE issued a citation of $868,128 against Costco, Ryder Last Mile Inc., and Mega Nice Trucking LLC for misclassification violations. In August 2025, BOFE cited Los Angeles developers $2.3 million for wage theft at four construction sites. These are not isolated actions. They reflect a pattern of enforcement that affects workers and employers across all industries.