Employee Rights Lawyers for Fremont, California
Need an employee rights lawyer in Fremont, California?
ContractsCounsel matches businesses with Fremont-based employee rights lawyers, providing fixed-fee quotes from vetted attorneys with the first proposal typically arriving in just a few hours.
Hire a Lawyer for 60% Less than Traditional Law Firms
Meet some of our Fremont Employee Rights Lawyers
Curt B.
Curt Brown has experience advising clients on a variety of franchising, business litigation, transactional, and securities law matters. Mr. Brown's accolades include: - Super Lawyers Rising Star - California Lawyer of the Year by The Daily Journal - Pro Bono Attorney of the Year the USC Public Interest Law Fund Curt started his legal career in the Los Angeles office of the prestigious firm of Irell & Manella LLP, where his practice focused on a wide variety of complex civil litigation matters, including securities litigation, antitrust, trademark, bankruptcy, and class action defense. Mr. Brown also has experience advising mergers and acquisitions and international companies concerning cyber liability and class action defense. He is admitted in California, Florida, D.C., Washington, Illinois, Colorado, and Michigan.
"I was very impressed with the responsiveness and knowledge brought to my situation."
Rhea d.
Rhea de Aenlle is a business-savvy attorney with extensive experience in Privacy & Data Security (CIPP/US, CIPP/E), GDPR, CCPA, HIPAA, FERPA, Intellectual Property, and Commercial Contracts. She has over 25 years of legal experience as an in-house counsel, AM Law 100 firm associate, and a solo practice attorney. Rhea works with start-up and midsize technology companies.
"Rhea did quick work with efficiency and attention to detail. Also, she listens carefully and gets to the essence of what you're trying to accomplish. Highly recommended!"
Chris H.
Chris H.
As an attorney licensed in California and currently practicing remotely from Ohio, my primary focus is on drafting and reviewing prenuptial and postnuptial agreements. I offer help in drafting or navigating these agreements, ensuring they are tailored to each client's unique situation and needs. While my background includes experience in cybersecurity, my current legal services are centered around family law, particularly in the creation and revision of prenuptial and postnuptial agreements. Additionally, I provide services in wills and trusts, along with other legal areas, to offer comprehensive solutions to my clients.
"Excellent lawyer! Really appreciated his suggestions and reasonable pricing. Would definitely do business with him again!"
Expert Legal Chat
Instantly connect with a verified lawyer to get professional answers.
ContractsCounsel made it very easy to find a lawyer to help our company with its legal questions.
Maria A.
Maria Akopyan is a dedicated family law attorney with a focus on marital agreements (prenuptial, postnuptial, and cohabitation agreements) as well as uncontested and default divorces. As the founder and principal attorney at Sapphire Legal Solutions, APC, Maria is committed to providing compassionate, efficient legal guidance through some of life’s most challenging transitions. Whether you’re navigating an amicable divorce or seeking a marital agreement, Maria offers personalized legal solutions that are uniquely tailored to your needs. With her extensive knowledge of family law, she works tirelessly to protect your rights, advocate for your best interests, and guide you empathetically toward a positive resolution. Maria understands the emotional complexities involved in family law matters. She strives to make the legal process as smooth and supportive as possible, ensuring that your family's well-being is safeguarded every step of the way. Trust Maria to be your reliable advocate, helping you find the best legal path forward for you and your loved ones. Let’s work together to resolve your legal matters with care, clarity, and confidence.
"Maria was friendly quick to respond, and clearly answered my questions. Thanks again, Maria!"
Sarah S.
With 20 years of transactional law experience, I have represented corporate giants like AT&T and T-Mobile, as well as mid-size and small businesses across a wide spectrum of legal needs, including business purchase agreements, entity formation, employment matters, commercial and residential real estate transactions, partnership agreements, online business terms and policy drafting, and business and corporate compliance. Recognizing the complexities of the legal landscape, I am dedicated to providing accessible and transparent legal services by offering a flat fee structure, making high-quality legal representation available to all. My extensive knowledge and commitment to client success establishes me as a trusted advisor for businesses of all sizes.
"Sarah was extremely helpful in making me contracts that I needed for wholesaling real estate. Also gave me all the licenses I needed for my business and answered all my questions on information I was unsure of in the business. Will definitely only be going to Sarah for any of my legal needs."
Michael S.
I began my career at "big law" firms, worked in-house for 14 years, and now have my own practice, providing big law quality at small firm rates. My practice focuses on strategic and commercial transactions, including M&A, preferred stock and common stock offerings, asset purchases and sales, joint ventures and strategic partnerships, stock option plans, master services agreements and SOWs, software development and license agreements, SaaS agreements, NDAs, employment and consulting agreements. I also manage corporate governance, advise boards and executives, and act as outside general counsel. I represent clients across the country and around the world.
"Completed most of the work with majority of the answers correct!"
February 11, 2023
Moxie M.
Lindsey has always been deeply invested in the power of knowledge; she was born and raised in Columbus, Ohio before making her way to Miami University for a dual Bachelor's degree. Afterward, Lindsey completed a Juris Doctor at Stetson University with an International Law concentration before earning a Health & Hospital law Certificate from Seton Hall School of Law. After graduating law school, Lindsey began her career as an associate at a Florida-based insurance litigation firm. She eventually transitioned to become a multi-year Rising Star in Employment Law by Super Lawyers as a labor and employment lawyer with Scott Wagner and Associates, supporting clients in Florida, California & Ohio with employment law matters. Her expertise covers counseling on workplace policies/handbooks; investigations into EEO discrimination/retaliation claims; wage disputes & wrongful terminations - equipping employees across multiple states for success in the ever-changing modern workforce landscape. Leveraging extensive knowledge of state/federal regulations gained from handling dozens of cases over many years, Lindsey has established herself as a leader in the field. Lindsey is a seasoned litigator, well-versed in the complexities of employer and employee disputes. She has represented clients on both sides during numerous mediations and provides an informed perspective when advocating for her clients' interests. She sharpened her dispute resolution skills by completing Harvard Law School's Negotiation Mediation course as part of their Executive Education Program as well as a Florida Circuit Civil Certified Mediator - making her qualified to mediate Circuit Civil cases in Florida as well as California and Ohio. Her breadth of knowledge provides valuable insight into the complexities each side faces while navigating their way through conflict mediation situations. With her varied expertise in the world of entertainment industry employment law, Lindsey has become a go-to source for Hollywood professionals, studios, and companies looking to make sure their legal considerations and entertainment contract law knowledge is up to date. From contract negotiations and employment advice to her outstanding knowledge of current regulations, she provides clients with everything they need for success both now and into the future. Lindsey dedicates her time and expertise to advancing the legal community. She proudly serves on the Executive Council for Florida Bar Association Labor and Employment Section, as well as with American Bar's Membership Outreach Committee in a leadership role. Lindsey is also an respected LA Magazine Editorial Board Member while Co-Chairing both LACBA CLE Event Dinner Committees - focusing on labor and employment law developments. Lindsey is passionate about providing accessible legal services to those in need. She serves on the Pro Bono Mediation Panel for the U.S Central District Court of California, volunteers as a mediator with California Lawyers for Arts and acts as Settlement Officer with Los Angeles Superior Court's ResolveLA program - all while donating her time towards resolving disputes through pro bono mediation at Equal Employment Opportunities Commission (EEOC). Lindsey is a globetrotter, an outdoor enthusiast, and dedicated sports fan all rolled into one. While splitting time between California, Florida and Ohio she has the best of three world - from hiking trails to family gatherings there's always something interesting on her horizon! Plus with photography as a hobby Lindsey enjoys capturing life’s precious moments so they can be treasured for years to come.
March 24, 2023
Debra G.
I have been a business and real estate attorney for 38 years. I handle both transactional and litigation matters.
April 1, 2023
Conner H.
Patent attorney with master's in electrical engineering and biglaw experience.
May 3, 2023
Tyler P.
I am an experienced business coordinator with years of experience operating within an international setting where I discovered my passion for contracts and helping people. I became an attorney later in life to further and enhance these passions and to be able to help those in similar positions as I was find the legal help they need, and work with clients on a rate that is a fraction of the cost of going to a larger firm.
May 22, 2023
Bethany T.
I am an experienced family law attorney licensed in California and Florida with over 13 years of experience.
Dean S.
Dean represents client in all manners of tax controversy and provides comprehensive business consulting to corporations, LLCs, and non-profits. He has worked with multi-national companies, but most enjoys assisting small businesses with all legal matters from formation to dissolution. Dean routinely represents individuals and businesses before the IRS and various state taxation agencies. From audits to appeals, he works closely with his clients to reach favorable outcomes and beneficial resolutions. Though he assists many clients in his home state of California, Dean values working with a diverse clientele throughout the country.
Find the best lawyer for your project
Browse Lawyers NowEmployee Rights Legal Questions and Answers
Employee Rights
Noncompete Agreement
California
i work for a employer from illinois ,however i am in california. My contract has non compete clause. will that be enforceable
My employer has placed me in a position thru another vendor. My employer contract with that vendor is ending. So vendor contacted me. However I am in contract with my employer for 1 year contract.
Christopher M.
Short answer: Probably no, non-compete and non-solicitation clauses are not usually enforceable on an employee in California. Long Answer: Regardless of the choice of law provision in your contract, if an enforcement action is brought against you in California, the California courts will dismiss it as it goes against the "public policy of the state" unless your employer can make a really compelling case. Most states respect the stated public policy of other states when deciding matters against their citizens, so even if the case was brought in another states courts your soon to be former employer would probably be powerless to get a judgement enforcing your non-compete.
Employee Rights
EEO Policy
California
What is the process for filing an EEOC complaint?
I recently experienced workplace discrimination based on my race, and I believe I have a strong case to file an EEOC complaint against my employer. I faced derogatory comments, unequal treatment, and was denied a promotion despite being qualified. I want to know what steps I need to take to file a complaint and seek justice for the discrimination I have endured.
Randy M.
You’ve been through a lot, and based on what you’ve described (racial slurs, unfair treatment, and getting passed over for a promotion) you may have a strong case under Title VII of the Civil Rights Act of 1964. Filing with the EEOC isn’t overly complicated. While deadlines and documentation matter, the process is designed so that people can handle it without a lawyer. That said, having some guidance definitely helps. Don’t Wait Too Long to File Let’s start with timing. You’ve got 180 calendar days from the most recent discriminatory act to file your charge. That window extends to 300 days if your state has a fair employment practices agency that works alongside the EEOC. Most states do. What’s important is that the clock starts when the discrimination happens, not when you decide to take action. If the promotion denial just happened and the derogatory comments are still ongoing, you’re probably still within the window. Just don’t wait too long. Start Documenting Right Now Before you file anything, get your records in order. Write down every incident — where it happened, what was said, and who was present. Be specific. Save any emails, performance reviews, job applications, or anything else that supports your claims. If coworkers of other races were treated more favorably under similar circumstances, document that, too. It can really strengthen your case. And if you reported the discrimination internally, keep copies of what you sent and any responses you received. How to File with the EEOC You have a few options for starting the process. The easiest is using the online portal at publicportal.eeoc.gov. You can also visit a local EEOC office, call 1-800-669-4000, or send a written statement by mail. After that initial contact, someone from the EEOC will follow up to ask questions and confirm that your case falls under their authority. The Charge Is the Heart of Your Case Once you’ve made contact, the EEOC will help you draft a formal charge of discrimination. This is the key document in your case, so make sure it’s accurate and thorough. It needs to describe what happened, when it happened, and why you believe it was based on race. It must also include your employer’s name and address. After it’s submitted, the EEOC will notify your employer within 10 days. What to Expect After You File Sometimes the EEOC offers mediation early in the process. It’s voluntary and involves a neutral third party who works with both sides to try and resolve the dispute quickly. If mediation isn’t offered or doesn’t succeed, the EEOC will open a formal investigation. They’ll review documents, interview witnesses, and may even visit your workplace. These investigations can take several months or longer depending on the case and the EEOC’s workload. What Comes Next After the investigation, the EEOC will issue one of two findings. If they believe there’s enough evidence to support your claim, they’ll issue a “reasonable cause” finding and try to negotiate a resolution with your employer through a process called conciliation. In a small number of cases, the EEOC may file a lawsuit on your behalf. If they don’t find enough evidence, they’ll close the case and give you a Notice of Right to Sue. This gives you 90 days to file a lawsuit in federal court. You can also request this notice early if you want to skip the investigation and head straight to court, but you should talk to a lawyer before doing that. Watch for Retaliation It’s illegal for your employer to retaliate against you for filing a charge or participating in an investigation. If your working conditions suddenly change (worse assignments, negative reviews, or changes in how you’re treated) document everything. Retaliation can be a separate legal issue, and the EEOC treats it seriously. Do You Need a Lawyer? You don’t need an attorney to file with the EEOC, but having one can make a big difference. A lawyer can help present your case more clearly, negotiate a better settlement, and represent you in court if needed. Many work on contingency, which means they only get paid if you recover money. Even if you file on your own, it’s smart to speak with an attorney before accepting a settlement or filing a lawsuit. Employer Size Matters One last thing to consider. Title VII only applies if your employer has 15 or more employees. If your workplace is smaller, you may still have protections under state or local laws. Those laws sometimes give you broader rights or more time to file, so don’t assume you’re out of options just because your company is small. Resources You’ll Want: EEOC Public Portal: publicportal.eeoc.gov General Info Line: 1-800-669-4000 Find Your Local Office: eeoc.gov/field-office State Agencies That Enforce Fair Employment Laws: https://www.nolo.com/legal-encyclopedia/fepa.html
Employee Rights
Sales Commission Agreement
California
Can a sales commission agreement be enforced if it was not signed by both parties?
I work as a sales representative for a company and recently discovered that my commission structure was changed without my knowledge or consent. I was never given a new sales commission agreement to sign, and the changes were only communicated to me verbally. I have been receiving reduced commission payments for the past few months, and I am wondering if the original commission agreement can still be enforced even though it was not signed by both parties, or if the verbal changes are legally binding.
Dolan W.
Hello! I'm sorry for your situation. Generally, an agreement can be enforced by the actions of the parties, by written agreement, or by oral agreement. Hello! I'm sorry for your situation. Generally, an agreement can be enforced by the actions of the parties, by a written agreement, or by oral agreement. In your case, you mentioned that the changes were communicated to you verbally. Assuming that the agreement you had was not for some fixed term and did not require advanced written notice, changes to the agreement are generally going to be legally allowed. The best thing to do is to check your original agreement to see if it was for a fixed term or if changes needed specific procedures (e.g., written notice). Happy trails!
Employee Rights
Compensation Agreement
California
Can I negotiate the terms of a compensation agreement with my employer?
I recently received a job offer from a new employer, and they have presented me with a compensation agreement that outlines my salary, benefits, and other financial arrangements. While I am excited about the opportunity, I have some concerns about certain aspects of the agreement, such as the bonus structure and non-compete clause. I would like to know if it is possible to negotiate these terms with my employer before accepting the offer, and if so, what steps should I take to initiate the negotiation process?
Jared S.
Yes, you can negotiate the terms of your employment agreement in California. Common negotiable terms include salary, benefits, job duties, severance packages, non-compete clauses, and confidentiality provisions. California law also provides certain protections, such as restrictions on non-compete agreements and rules governing overtime and wages, which can influence the negotiation process.
Employee Rights
Employee Contract
California
Can an employer change an employee's hourly wage without prior notice or agreement?
I work as a sales representative for a company and recently noticed a decrease in my hourly wage on my paycheck. There was no communication or agreement regarding this change, and I am concerned about the legality of the situation. I have been with the company for over two years and have always been paid a certain hourly rate, which was agreed upon when I was hired. I want to know if my employer has the right to unilaterally change my hourly wage without any prior notice or agreement, and what steps I can take to address this issue.
Dolan W.
Hello! I'm so sorry this happened. So the short answer is no. Legally, they have to let you know that there was going to be a change in the terms of your agreement. You have a few options: 1. You can send a template demand letter, stating this is a breach of your agreement - https://www.contractscounsel.com/t/document-form-checkout/256 2. You can contact the state department of labor and file a wage claim. Best of luck! Dolan
Quick, user friendly and one of the better ways I've come across to get ahold of lawyers willing to take new clients.
View Trustpilot ReviewHow It Works
Post Your Project
Get Free Bids to Compare
Hire Your Lawyer
Employee Rights lawyers by top cities
- Austin Employee Rights Lawyers
- Boston Employee Rights Lawyers
- Chicago Employee Rights Lawyers
- Dallas Employee Rights Lawyers
- Denver Employee Rights Lawyers
- Houston Employee Rights Lawyers
- Los Angeles Employee Rights Lawyers
- New York Employee Rights Lawyers
- Phoenix Employee Rights Lawyers
- San Diego Employee Rights Lawyers
- Tampa Employee Rights Lawyers
Employee Rights lawyers by nearby cities
- Antioch Employee Rights Lawyers
- Bakersfield Employee Rights Lawyers
- Carlsbad Employee Rights Lawyers
- El Cajon Employee Rights Lawyers
- Elk Grove Employee Rights Lawyers
- Murrieta Employee Rights Lawyers
- Orange Employee Rights Lawyers
- San Jose Employee Rights Lawyers
- Santa Ana Employee Rights Lawyers
- Simi Valley Employee Rights Lawyers
Contracts Counsel was incredibly helpful and easy to use. I submitted a project for a lawyer's help within a day I had received over 6 proposals from qualified lawyers. I submitted a bid that works best for my business and we went forward with the project.
View Trustpilot Review
I never knew how difficult it was to obtain representation or a lawyer, and ContractsCounsel was EXACTLY the type of service I was hoping for when I was in a pinch. Working with their service was efficient, effective and made me feel in control. Thank you so much and should I ever need attorney services down the road, I'll certainly be a repeat customer.
View Trustpilot Review
I got 5 bids within 24h of posting my project. I choose the person who provided the most detailed and relevant intro letter, highlighting their experience relevant to my project. I am very satisfied with the outcome and quality of the two agreements that were produced, they actually far exceed my expectations.
View Trustpilot ReviewHow It Works
Post Your Project
Get Free Bids to Compare
Hire Your Lawyer