Protecting California Workers' Rights
When employers violate the law, employees deserve a fierce advocate. Farris Ain has spent his career fighting for workers who have been discriminated against, wrongfully terminated, harassed, or denied the pay they earned.
Employment Law
Standing Up for Employees Across Southern California
California provides some of the strongest employee protections in the country. The Fair Employment and Housing Act (FEHA), codified in Government Code sections 12900-12996, prohibits workplace discrimination, harassment, and retaliation based on a wide range of protected characteristics. Federal laws including Title VII of the Civil Rights Act, the Americans with Disabilities Act (ADA), and the Age Discrimination in Employment Act (ADEA) provide additional layers of protection.
At The Law Offices of Farris Ain, APC, we represent employees—never employers. This allows us to devote our full attention to the people who need it most: hardworking Californians whose rights have been violated in the workplace. Whether you have been the victim of wrongful termination, denied a promotion based on your identity, subjected to sexual harassment, or cheated out of wages you earned, we are prepared to fight for you.
We handle employment disputes in Los Angeles County, Orange County, the Inland Empire (Riverside and San Bernardino counties), and throughout Southern California. We also represent clients statewide for remote and telephonic consultations.
Areas of Focus
Employment Law Practice Areas
We handle a broad range of employment disputes and claims. Click any area below to learn more about your rights.
Age Discrimination
Protecting workers over 40 from unlawful discrimination under the ADEA and California FEHA. We fight age-based hiring bias, wrongful termination, and hostile work environments.
Learn moreMedical Condition Discrimination
California law prohibits discrimination based on medical conditions and disabilities. Your employer must provide reasonable accommodations—not push you out the door.
Learn moreReligious Discrimination
Employers must reasonably accommodate sincerely held religious beliefs and practices. California law sets a higher standard of protection than federal requirements.
Learn moreWrongful Termination
California may be an at-will state, but employers cannot fire you for illegal reasons. If you were terminated in violation of public policy, your contract, or anti-discrimination laws, you have a claim.
Learn moreWe Also Handle
Sexual Harassment
Hostile work environment, quid pro quo harassment, and employer liability claims.
Wage & Hour Violations
Unpaid overtime, meal and rest break violations, misclassification, and minimum wage claims.
Workplace Retaliation
Protection for employees who report violations, file complaints, or participate in investigations.
Pregnancy Discrimination
Claims under FEHA, the Pregnancy Discrimination Act, and California’s family leave laws.
Sex & Gender Discrimination
Unequal pay, gender stereotyping, and discrimination based on gender identity or expression.
National Origin Discrimination
Discrimination and harassment based on ethnicity, ancestry, national origin, or language.
Marital Status Discrimination
Employment decisions based on whether you are married, single, divorced, or widowed.
EEOC & CRD Claims
Guidance through the administrative complaint process with federal and state agencies.
Race Discrimination
Claims under FEHA and Title VII for racial discrimination, harassment, and CROWN Act protections.
FEHA Claims
California’s Fair Employment and Housing Act — the state’s broadest employment discrimination statute.
Your Rights
Why California Provides Stronger Protections
Many employees do not realize that California employment laws go significantly further than federal statutes. While federal anti-discrimination laws like Title VII generally apply to employers with 15 or more employees, the California Fair Employment and Housing Act (FEHA) applies to employers with as few as five employees—and for harassment claims, there is no minimum employer size.
California also recognizes more protected characteristics than federal law. Under FEHA (Gov. Code § 12940), it is unlawful for an employer to discriminate based on race, color, religion, sex, gender, gender identity, gender expression, sexual orientation, marital status, national origin, ancestry, mental or physical disability, medical condition, genetic information, military or veteran status, or age (over 40).
Additionally, California’s remedies for employment law violations are often more robust. Employees can recover lost wages, emotional distress damages, punitive damages, and attorney’s fees. In many cases, injunctive relief—such as reinstatement to a position—is also available.
Signs Your Employer May Be Breaking the Law
- You were passed over for a promotion or raise given to a less-qualified, younger employee
- You were fired shortly after reporting harassment, discrimination, or safety concerns
- Your employer refused to accommodate a medical condition, disability, or religious practice
- You are regularly subjected to offensive comments about your race, gender, age, or religion
- You are not being paid overtime, are denied meal or rest breaks, or are misclassified as exempt
- You were terminated shortly after returning from medical leave, pregnancy leave, or military service
How We Help
What to Expect When You Contact Us
Free Consultation
We listen to your story, review your situation, and give you an honest assessment of your legal options—at no cost.
Case Investigation
We gather evidence, review documents, interview witnesses, and build a comprehensive understanding of your claim.
Aggressive Advocacy
We negotiate with your employer and their attorneys from a position of strength, filing administrative complaints or lawsuits as needed.
Resolution
Whether through settlement or trial, we pursue the maximum compensation you deserve for the harm you have suffered.
Frequently Asked Questions
What qualifies as an employment law violation in California?
California employment law violations include wrongful termination, workplace discrimination based on protected characteristics under FEHA (age, race, sex, disability, religion, national origin, pregnancy, marital status, and more), sexual harassment, wage and hour violations such as unpaid overtime or denied meal breaks, and retaliation against employees who report illegal conduct or exercise their legal rights.
How long do I have to file an employment claim in California?
Filing deadlines depend on the type of claim. For FEHA discrimination and harassment claims, you have three years to file with the California Civil Rights Department (CRD). Federal EEOC claims must be filed within 300 days. Wage and hour claims generally have a three-year statute of limitations, or four years if pursuing an unfair business practices claim. Acting quickly is critical because missed deadlines can permanently bar your case.
What damages can I recover in an employment lawsuit?
Employees who prevail in employment lawsuits may recover lost wages (back pay and front pay), compensation for emotional distress, punitive damages for egregious employer conduct, and attorney fees and costs. In some cases, reinstatement to your former position and injunctive relief requiring the employer to change its practices are also available.
Do I need an attorney for an employment law case?
While not legally required, having an experienced employment attorney significantly improves your chances of a successful outcome. Employment law is complex, and employers typically have legal teams working to minimize their liability. An attorney can evaluate the strength of your claim, gather evidence, handle negotiations, and represent you in court if necessary. Many employment attorneys, including our firm, work on contingency—meaning you pay no fees unless we win your case.
Your Employer Has Attorneys. Shouldn't You?
Get a free, confidential consultation with a trial attorney who has dedicated his career to fighting for workers' rights. We work on contingency — you pay nothing unless we win.