If you took all steps needed to earn your pay through August, then you should be entitled to that pay whether or not you remain employed. Nevertheless, you should have an attorney analyze your contract. Most provide free consultations.

If you do not trust your attorney's advice, then you should hire a lawyer to review the file and get a second opinion. It is impossible to give meaningful advice based on the brief overview provided. Cases and settlement are very fact specific and require detailed knowledge.

This is an educational forum. We are not permitted to solicit clients. Please search for an employment lawyer using Google or Justia. You can also contact the Los Angeles County Bar Association for a referral. Most employment lawyers do not charge for consultations.

The condition appears illegal under California law.

Labor Code 222.5 provides:

No person shall withhold or deduct from the compensation of any employee, or require any prospective employee or applicant for employment to pay, any fee for, or cost of, any pre-employment medical or... View More

To eligible for unemployment benefits, you need to be ready, willing and able to work. If you turn down a job, it will disqualify you from unemployment unless you can meet a high burden to show the offered job was not suitable. For example, the offered job requires you to drive several hours... View More

If the employee fails to give 120 days notice as required in the employment contract, then there is a possibility that an employer might sue for the extra cost of finding a replacement for the period for which notice was not given. In my experience, employers very rarely sue to recover that... View More

If the employer had a policy requiring a medical certification within a specified time and you failed to provide it, absent exigent circumstances, the employer can fire you.

If the employer did not have a policy requiring medical certifications and/or did not advise you of the time limit to... View More

As of January 1, 2022, the minimum wage in San Diego is $15.00 per hour regardless of the number of employees. Unless the owner can prove an exemption to the minimum wage, the owner owns the employees $1.00 per hour for the underpayment, an additional $1.00 per hour as liquidated damages,... View More

Assuming you are an at will employee, i.e. you are not protected by collective bargaining agreement or a contract restricting the employer power to terminate you, your employer can fire you for any reason or no reason, except a prohibited reason. The fact the employer terminated you for a... View More

Washington is at-will employment state, which means that employers do not need to establish cause or give notice before firing an employee. That being said, it is against the law for an employer to fire or retaliate against an employee for discussing or filing a complaint about a violation of their... View More

English-only rules are never lawful under the FEHA during an employee's non-work time, such as meal and rest breaks. [2 CCR § 11028(a)(4)]

An “English only” rule is proper where necessary to safe and efficient operation of the business and no alternative practice will accomplish... View More

An employer intentionally triggering an employee's PTSD would be guilty of disability discrimination. A recent case of an employer holding a birthday party over an employee's advance objection.

US man gets $450,000 after unwanted work birthday party triggered panic attack... View More

In Washington state, while a common law name change based on usage is recognized, changing the name on your birth certificate requires a court order. The process is relatively inexpensive costs a few hundred dollars. For more info, go to:... View More

First, you received a financial benefit that you were not entitled to. Your employer has the right to seek the overpayment back from you.

Second, in California, employment is at will, which means unless you have a written contract for a specified term or protected by a collective bargaining... View More

If a non-governmental employer terminates your employment, the employer must pay you within 24 hours. Failure to do so will result in the accrual of wait time penalties of 1 days' pay for each day late up to a max of 30 days. There is a very narrow exception - the employer's the delay was... View More

You may have a claim for sex based discrimination, because you are being treated differently than your brother, who is having intimate relations with your joint boss.

I would suggest that you start by reporting your concerns in writing to HR, including the fact that you believe there is a... View More

Yes. The law of the state where the employees resides controls.

You must pay employees the minimum wage for all hours worked plus their reasonably incurred business expenses.

Unless there is an applicable exemption, all employees are entitled to overtime after either 8 hours per day or 40 hours per week. Thus, you would be owe the employee 4 hours of overtime per day that they work 12 hours. Note: The default day starts at midnight, so if an employee starts work at 4... View More

Your employer may not retroactively reduce your pay. Further, your employer must give you advance notice before reducing your pay.