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San Francisco Employment Attorney

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Providing Experienced & Aggressive Representation

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.

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Frequently Asked Questions About Employment Law

What is 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.

Is there a law about an employer being too demanding?

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.

What laws protect employees during workplace injury?

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.

What are the five major kinds of employment laws?

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.

How do equal employment opportunity laws protect job applicants?

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.

What laws protect employees from job discrimination?

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.

Is it against the law to pay employees cash?

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.

How might employers benefit from workplace safety laws?

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.

Is it against the law to pay employees late?

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.

What are the equal employment opportunity laws?

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.

Which statement about equal employment opportunity laws is accurate?

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.

Are employment applications required by law?

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.

How can employment law affect a business?

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.

How to report an employer for breaking labor laws?

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.

Is an employment contract required by law?

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.

Is it against the law for employees to discuss wages?

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.

Is it lawful to cut employees’ pay?

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.

Is there a law against overworking employees?

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.

What benefits are employers required by law to provide?

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.

What happens when employers violate labor laws?

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.

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.

Verdicts & Settlements

We’ve recovered millions for our clients

Construction Death

The husband and father of 4 young children was working at a construction site when he died because of another contractor’s negligence. After more than two years of hard fought litigation, our team of experts was able to win a tremendous victory on behalf of our clients and ensure that all of their financial needs will be met. We could not bring back the husband/father for this family, but we were able to protect them from the financial devastation that can and often does result where the primary source of income for the family is taken away. We then worked with our team of financial planners to make sure that this family will always have financial security.

$10,400,000

Bad Faith Insurance Claim

Insurance Coverage/Bad Faith Bad Faith – Pollution Coverage Prior to forming his own firm, Mr. Green worked at one of the largest and most prestigious firms in the U.S. He was the primary attorney on an environmental insurance case that went to trial in San Francisco. After a several week trial, Mr. Green came away with a trial verdict against the insurers with a value of over $10,000,000 in available insurance coverage.

$10,000,000

Traumatic Brain Injury

A 16 year old developmentally disabled kid was hit by a bus while in a crosswalk. He suffered a concussion which turned into post concussive syndrome, where the symptoms of the concussion don’t heal completely. This is also known as a mild Traumatic Brain Injury (“mTBI”). Our firm was hired as trial counsel 6 months before trial because of our expertise in TBIs as well as cutting edge trial techniques. When we first associated into the case, there was a very minimal settlement offer and it did not appear that the Defense was taking the case seriously. Our team of attorneys, experts and staff immediately immersed ourselves in the case as we prepared to demonstrate the catastrophic consequences of this incident. Shortly before trial, the Defense could see that we had put all the pieces together to prove liability and that full justice for our young client required damages in the many millions of dollars. The matter settled for $5,750,000.

$5,750,000

Disability Claim

Disability – Neurological Issues Our client became disabled from neurological issues. Our attorneys were able to work with the client and his physicians to quickly assemble all of the documentation necessary to support out client’s claim of total disability. The insurer agreed that our client was totally disabled and paid his claim.

$2,400,000

Traumatic Brain Injury

Traumatic Brain Injury to Child A three year old child was being carried across the street when she was struck by an oncoming car. The child suffered a serious traumatic brain injury when she hit the ground. Her injuries were so serious she had to be hospitalized for several months. Our firm negotiated a settlement of $2,000,000 by forcing the payment of all of the available insurance from the driver’s automobile insurer ($1,250,000), the entire amount of the homeowners insurance limits available ($500,000), and all of the amounts that the person carrying the little girl was able to recover from the negligent driver ($250,000). We then arranged for another firm to prepare and fund a large Special Needs Trust for the health and welfare of the injured child.

$2,000,000

Heart Condition Disability

Our client became disabled by a heart attack. The insurer refused to pay, claiming that our client was still able to perform his occupation. We met with all of our client’s doctors, obtained reports confirming the client’s inability to perform his prior occupation, and ultimately convinced the insurance company to pay the claim in full.

$1,800,000

Builder’s Risk/Collapse

A contractor suffered a severe collapse at one of his sites. The claim was submitted to the insurer and denied. Mr. Green reviewed all of the facts, researched the law, and brought together the necessary experts to prove that the Contractor’s Builders Risk insurer was responsible for a substantial portion of the loss. He also proved that a subcontractor was negligent and the subcontractor’s insurer also paid a substantial settlement. In total, Mr. Green was able to obtain more than $1,700,000 in compensation for his client.

$1,700,000

Traumatic Brain Injury

Our client suffered a mild Traumatic Brain Injury when heavy object struck her in the head. The responsible party denied all fault and insisted until the very end that our client had not suffered a brain injury and offered nothing to settle the case. Our firm assembled a team of world renowned expert‘s to demonstrate that our client had suffered a mild Traumatic brain injury. The case settled shortly before trial.

$1,000,000

Heart Condition Disability

Our client had worked for the government for many years when she began suffering from a serious heart condition. All of her doctors told her that she could no longer work and if she continued to do so, she would be risking further injury to her heart or even death.

$1,000,000

Traumatic Hand Injury

Our client was working at a manufacturing plant. While operating a piece of machinery, his glove became caught in the machinery and part of his hand was severely injured. Ordinarily, this type of injury would be restricted to remedies available through Worker’s Compensation. However, through the knowledge, ingenuity, and creativity of our team of attorneys, we were also able to obtain a very substantial civil settlement for our client in addition to the workers comp settlement of his case.

$985,000

Aviation Death Settlement

A husband and father of two small children was killed in an aviation accident involving a small aircraft. Our firm represented the widow and two children against the pilot of the aircraft. By hiring experts in aviation (to prove negligence) and economists (to prove damages), and utilizing William Green’s expertise as an instrument-rated pilot, we were able to make a very powerful case and obtain a very favorable settlement that allowed the family to survive financially.

$975,000

Forklift Accident

A construction supervisor went to pick up some materials for a construction job. A worker at the yard neglected to set the parking brake on a piece of heavy equipment a few yards away. While the construction supervisor had his back turned, the machine rolled into him, pinning him against the side of his pick-up truck. He suffered several broken ribs, but that was the least of his injuries. Within several weeks of the accident, he had partially lost his sight. By working with medical experts, our firm was able to directly connect the sight loss to the injuries caused by the machine that rolled into our client. The case settled at Mediation without any need for a trial.

$700,000

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