Wrongful termination and wage and hour claims.
Wage and hour claim by apartment house manager.
Though he signed an Independent Contractor’s Agreement, a 30-year worker claims he was an employee and sues for wrongful termination and claims he was not paid minimum wage.
Plaintiff began working for Defendant as a registered nurse supervisor. Later, she was promoted to Director of Nursing with a salary of $125,000 per year. Thereafter, she alleged that she was wrongfully terminated by Defendant for refusing to put fraudulent information on patients’ charts.
Plaintiffs were employed by Defendant on a commission basis. One year later, they were presented with new employment contracts; the commission rate is less than when they were first employed. Plaintiffs refused to sign the new employment contracts and were terminated. Plaintiffs contend their termination and the new agreements were presented to them due to their age. Plaintiffs were aged 64 and 65 years old. Plaintiffs believe Defendant had an employment practice of reducing its employees’ salaries for workers over the age of 40.
Plaintiff alleges that she was a customer at Defendant’s design store. While waiting for her artwork, one of Defendant’s employees allegedly assaulted and battered her. Defendant was made aware of the situation and failed to reprimand or take any action against the employee.
Writ of Mandate Petition was filed to reinstate a university professor who was fired by the President of the university in violation of the notice procedures set forth in the university rules and regulations.
Petitioner obtained a Labor Commission award against Respondent. Petitioner requested entry of judgment based on that award.
Plaintiff was a live-in household employee of Defendant. Plaintiff and Defendant agreed that Plaintiff would be employed exclusively by Defendant to cook, run errands and drive Defendant’s children. Plaintiff was at dinner with Defendant and her children at a restaurant when she had to take a personal call. When she returned to the dinner table, Defendant allegedly flew into a rage and verbally abused Plaintiff for leaving the dinner table. Defendant fired Plaintiff that night and told her to leave the home by midnight. Plaintiff alleges that Defendant’s termination of her employment was without cause and in breach of their agreement.
Plaintiff is a salesman who was employed for over 20 years by Defendant as a mergers and acquisitions broker. Defendant terminated Plaintiff from his position and refused to pay Plaintiff his full commissions. Instead, Defendant agreed to pay him a lesser sum and only if Plaintiff signed a release absolving Defendant from any liability for improperly deeming him as an independent contractor instead of as an employee. Because of this intentional misclassification, Defendant did not pay the minimum wage, payroll taxes and other obligations for Plaintiff.
Petitioner obtained an award against Respondent for unpaid wages from the Labor Commissioner. Petitioner filed a petition to enter judgment on the Labor Commissioner Award. Judgment was entered.
Plaintiff was employed by Defendants in various capacities, including as a personal assistant, administrative assistant, chauffeur and public relations assistant. Plaintiff claims he suffered a barrage of verbal and emotional abuse from Defendants, was never paid overtime and was never timely paid his wages. Plaintiff alleges he consistently had to demand payment from Defendants; sometimes they would comply with the demands and yet at other times they refused to do so.
Plaintiff obtained a Labor Commission Order awarding him unpaid wages, liquidated damages, business expenses and interest. Defendant filed an action seeking a trial de novo. The Court held a hearing on the petition and found in Plaintiff's favor, although it reduced the amount of award from $34,000 to $28,000.
Plaintiff was an employee of a hotel in Santa Monica. Plaintiff alleges she was terminated when she responded to false accusations made against her, including that she was inebriated on the premises and misused a hotel room.
Plaintiff obtained an award against Respondent for $50,000 in wages, expenses and interest from the Labor Commissioner. As required under Labor Code Section 98.2(e), the Labor Commissioner filed the order and award with the court clerk and judgment was immediately entered on it. Pursuant to the judgment, the court issued a Writ of Execution and Plaintiff levied upon the bank account of the Respondent.
Plaintiff was Defendant’s patient for drug and alcohol rehabilitation. Upon her release, Defendants employed Plaintiff. Plaintiff alleges that Defendants wrongfully terminated her in retaliation when she reported Defendants’ insurance fraud, embezzlement, mishandling of clients and drug use.
Plaintiffs allege a failure to pay them proper wages under both California and federal labor laws. Defendants were the movie production company and payroll company who handled Plaintiffs’ employment and payment.
Plaintiff alleges she suffered discrimination based on sex, national origin, retaliation, age and disability while she was employed by Defendant.