For untold decades, workers were forced to make difficult choices when dealing with significant medical or family issues. But federal and state legislators have finally recognized the importance of providing employees with reasonable family leave.
Our experienced employment law attorneys make sure that you understand the options that are available if you need some time away from work to address an important personal matter. After discussing your situation and needs, we will explain laws that can help you, such as:
Mastagni Holstedt, APC represents workers in cases relating to the Family and Medical Leave Act and other employment matters. To make an appointment for a free consultation, please call or contact us online.
Whistleblower claims arise after an employee reveals that the employer has violated a state or federal law. The worker’s allegation could involve an OSHA violation, a pattern of discrimination, illegal dumping of toxic waste, or any statute or regulation employers are required to follow.
§ 3729 – 3733, a person with knowledge of fraud against the government can sue the wrongdoer in federal court on behalf of the U.S. government.
Aggressive pursuit of damages for unlawful retaliation throughout the state of California. If in the course of your employment, you discover that your employer is violating the law, you can do something about it. State and federal law includes protections for whistleblowers, employees who come forward and reveal that the company is acting illegally.
The law states that the worker is protected from any adverse job action that results from making a whistleblower claim. Unfortunately, companies that violate the law in the first place don’t always follow the whistleblower statute. Workers often find themselves dealing with:
But, having the law is behind you doesn’t mean it’s easy to win your case. It’s usually very challenging to uncover evidence that links the adverse job action directly to the whistleblower claim. To prevail, you need experienced and knowledgeable legal counsel.
But, having the law is behind you doesn’t mean it’s easy to win your case.
Throughout California, if you have been injured on the job or on the road, or if you need help securing your legal rights in the workplace or before a government agency, contact Mastagni Holstedt, APC today with our online contact form or call 877-212-6907 for immediate assistance.
Catastrophic injuries — making sure that the severely injured receive the compensation they need to make up for a lifetime of additional medical care, pain or discomfort, and vocational challenges resulting from traumatic brain injury (TBI), burn injuries, loss of limbs, paralysis, or back and spinal cord injuries.
Negligence — including premises liability slip and fall accidents, wrongful death, medical malpractice, dog bites, and other injuries caused by the reckless, negligent, or wrongful conduct of another.
Workers’ Compensation — handling claims for all types of workers, including peace officers and other public safety officers and public employees, and also pursuing third-party liability and related civil claims where appropriate.
Wage and Hour Law — representing both public sector and private sector employees in federal Fair Labor Standards Act and California Labor Code claims involving overtime and premium pay, misclassification for exemptions, meal breaks and rest periods, reimbursement issues, and waiting time penalties, among others.
The Sacramento employment law firm of Mastagni Holstedt, APC represents employees, unions, law enforcement and other safety officers and public employees, and average citizens throughout California who have been injured at work or in an accident, or who otherwise require the legal assistance of a Sacramento employment attorney in order to obtain the benefits to which they are entitled or achieve quality wages and conditions in the workplace.
California and the federal government both maintain laws that govern how employers handle wage and hour issues. Workers have the right to receive minimum wages based on California law and, generally, to receive overtime pay. California law prohibits employers from docking workers’ pay below the minimum wage, from failing to pay for standing or travel time and from withholding a worker’s final paycheck. Wrongly classifying workers as hourly instead of salaried (or vice versa) or not paying certain salaried workers for overtime is also illegal.
U.S. government employees have protected rights under federal employment law, including qui tam and whistleblower litigation. Federal employees have freedom from retaliation for reporting criminal or illegal activity under the Whistleblower Protection Act. Our firm can address numerous issues that federal employees face, including the following: 1 Retirement and disability benefit disputes 2 Wrongful terminations, demotions or suspensions 3 Union grievance disputes 4 Sexual harassment
One of the most significant events that occurs in Workers’ Compensation cases includes obtaining a medical evaluation by a Qualified Medical Examiner. This doctor has the important job of issuing a report regarding the cause of an applicant’s injuries and the extent of permanent disabilities, among other things. However, COVID-19 has disrupted the availability of Read More
For the past 45 years, bills have been introduced in Congress to add “sexual orientation” to the list of protections in Title VII of the Civil Rights Act of 1964, and in recent years, bills have included “gender identity” as well. But to date, none have passed both the Senate and the House of Representatives. Read More.
Emergency Rules in Workers’ Compensation Cases Have Been Extended to October 21, 2021. One of the most significant events that occurs in Workers’ Compensation cases includes obtaining a medical evaluation by a Qualified Medical Examiner.
On March 25, 2021 the Supreme Court of the United States issued a decision in Ford Motor Co. v. Montana Eighth Judicial District Court, a case that led the Court to revisit the constitutional underpinnings of personal jurisdiction jurisprudence. 141 S. Ct. 1017 (2021).
Employers can ask employees to attest that they have been fully vaccinated. Employees who attest to being fully vaccinated may go maskless. An attestation is different than providing your vaccination card or medical records. Employers limit Read More. Read More.