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When you are hired at any job, you likely expect that they will follow employment laws and treat you with respect, so long as you follow their rules. As nice as this would be, many employers and business owners fail to heed the laws they are expected to follow. From making payroll mistakes to discrimination in the workplace, employees’ safety and jobs may be endangered. If you have fallen victim to any type of employment law issue, our San Francisco employment lawyers at Delfino Green & Green can help.

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Contact us today at 415-442-4646 for a free initial consultation with a San Francisco Employment Attorney.
Types of Employment Law Cases We Handle
Employment law encompasses a wide range of areas, which is why it is important to find an experienced firm that is knowledgeable about the laws in the state of California. Our firm has more than 30 years of experience offering guidance and representation to individuals who feel unsafe or violated in the workplace.
We offer representation for many types of employment law matters, including:
- Misclassification of employees
- Wage and hour law violations
- FMLA violations
- Harassment
- Discrimination
- Contract violations
- Wrongful termination
- Retaliation
- Whistleblower cases
Fighting For Employee’s Rights In California
We know that many employees like yourself cannot afford to simply quit when things get difficult in the workplace or when you believe an employer is violating your rights. You need your job and a regular income to survive, but you do not have to put up with these types of violations. Instead, trust our San Francisco Employment Attorney to help you hold your employer accountable and work to recover compensation.

Frequently Asked Questions About Employment Law
Employment law is the set of rules and regulations that govern the relationship between employers and employees. It covers everything from hiring and wages to workplace safety and termination. In California, these laws are particularly robust, offering protections for workers in cities like San Francisco, Oakland, and San Jose.
While there isn’t a law specifically about an employer being “too demanding,” there are regulations that limit unreasonable expectations, especially if they violate wage and hour laws, health and safety requirements, or anti-discrimination protections. If an employer’s demands create an unsafe or hostile work environment, employees may have legal recourse.
California’s workers’ compensation laws protect employees injured on the job by covering medical expenses, wage replacement, and rehabilitation costs. These protections apply regardless of fault, and employers in the Bay Area are legally required to carry workers’ comp insurance.
The five broad categories include wage and hour laws, workplace safety regulations, anti-discrimination laws, family and medical leave protections, and workers’ compensation statutes. Each plays a role in ensuring fair treatment and safety for employees across California.
Equal employment opportunity (EEO) laws prohibit employers from discriminating against applicants based on race, gender, age, disability, religion, or other protected characteristics. This means employers in places like San Mateo or Marin County must base hiring decisions on qualifications, not personal traits.
In California, the Fair Employment and Housing Act (FEHA) and federal laws such as Title VII of the Civil Rights Act prohibit discrimination in hiring, pay, promotions, and other employment conditions. These protections extend to all stages of employment.
Paying employees in cash is legal, but strict recordkeeping is required to comply with tax and wage laws. Employers must still provide pay stubs and withhold applicable taxes, even if wages are paid in cash.
Workplace safety laws not only protect employees but also reduce the risk of costly accidents, legal claims, and downtime. Employers in the Bay Area who follow these regulations often see higher productivity and better employee morale.
Yes. California law requires that employees be paid on specific schedules, and late payment can result in penalties. For example, in San Francisco, most employees must be paid at least twice a month.
EEO laws are a set of federal and state protections ensuring fair treatment in the workplace, free from discrimination. In California, FEHA provides broader protections than federal law, covering more categories of workers and smaller employers.
An accurate statement is that EEO laws make it unlawful for employers to treat employees or applicants differently based on protected characteristics such as race, sex, or religion, unless there’s a legitimate job-related reason.
No, employers are not legally required to use formal employment applications, but many choose to do so for consistency and recordkeeping. When applications are used, they must comply with anti-discrimination laws.
Employment laws affect everything from payroll practices to hiring decisions. Non-compliance can lead to lawsuits, fines, and reputational damage, especially in California where worker protections are among the strongest in the nation.
You can report violations to the California Labor Commissioner’s Office or, in cases involving discrimination, to the Department of Fair Employment and Housing (DFEH). Having legal representation can help ensure your claim is properly filed and supported.
Most employment in California is “at-will,” meaning contracts are not required. However, written agreements can be used for specific terms, such as salary, benefits, or job duration, and are common in certain industries.
No. California law explicitly protects employees’ right to discuss wages and working conditions with each other. Employers cannot retaliate against workers for exercising this right.
An employer may reduce pay prospectively, but cannot do so retroactively for work already performed. Any changes must still comply with minimum wage laws and be communicated clearly before the new rate takes effect.
While there is no direct “overwork” law, California wage and hour regulations set strict limits on hours and require overtime pay after certain thresholds. Employers who routinely overwork staff without proper compensation are in violation of the law.
Employers in California must provide workers’ compensation coverage, unemployment insurance, and, in some cases, paid sick leave. Certain benefits, such as health insurance, may be required for larger employers under federal law.
Consequences can include fines, penalties, back pay awards, and even lawsuits. In the Bay Area, employers found in violation may also face public scrutiny, which can harm their business reputation and employee retention.
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We know this area of the law can seem complex and overwhelming and we are here to help. Contact us online or call us now at 415-442-4646.
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