How to Find an Employment Attorney in Englewood, CA

How to Find an Employment Attorney in Englewood, CA

Finding the right employment attorney in Englewood requires understanding what makes a good legal advocate and knowing where to look for experienced representation. Whether you're dealing with workplace discrimination, harassment, wrongful termination, or wage disputes, the attorney you choose can significantly impact the outcome of your case.

Employment law cases often involve complex legal issues and tight deadlines, so having skilled representation from the start gives you the best chance of protecting your rights and achieving a favorable resolution.

What Qualifies an Attorney for Employment Law Cases?

Look for attorneys who focus specifically on employment law rather than general practice lawyers who handle various types of cases. Employment law is complex and constantly evolving, so you want someone who stays current with California labor laws, federal employment regulations, and recent court decisions that affect your rights.

Experience handling cases similar to yours is crucial. An attorney who has successfully represented employees in discrimination cases will understand the strategies and evidence needed to build a strong claim. Ask about their track record with cases like yours and what outcomes they've achieved for their clients.

Bar association memberships and professional certifications can indicate an attorney's commitment to staying current in their field. Look for lawyers who participate in employment law organizations or who have earned recognition from their peers for their expertise in representing employees.

Where Can You Find Qualified Employment Attorneys?

Start with referrals from trusted sources like other attorneys, friends, or family members who have used legal services. Personal recommendations often provide valuable insights about an attorney's communication style, responsiveness, and effectiveness in handling cases.

State and local bar associations maintain referral services that can connect you with qualified employment attorneys in your area. These services typically screen lawyers for good standing and relevant experience before including them in their referral programs.

Online legal directories and attorney websites can provide information about an attorney's experience, education, and client reviews. However, remember that anyone can create a professional-looking website, so verify credentials and experience through other sources before making your decision.

How Do You Evaluate Potential Attorneys?

Schedule consultations with several attorneys to compare their approaches to your case. Most employment lawyers offer free initial consultations, giving you the opportunity to assess their knowledge, communication style, and interest in your situation without financial commitment.

Ask specific questions about their experience with cases like yours, their assessment of your situation, and their strategy for handling your case. Pay attention to whether they listen carefully to your concerns and provide clear, understandable explanations of your legal options.

Discuss fee arrangements upfront to avoid surprises later. Many employment attorneys work on contingency fees, meaning they only get paid if you win your case. Make sure you understand all potential costs, including court fees, expert witness expenses, and what percentage the attorney will receive if you're successful.

Englewood's Employment Landscape and Legal Considerations

Englewood's location in Los Angeles County means employment cases are handled under California's comprehensive worker protection laws, which often provide stronger remedies than federal minimums. Local attorneys who understand both state and federal employment laws can help you identify all available legal protections for your situation.

The area's diverse workforce and proximity to major employment centers create unique workplace dynamics that experienced local attorneys understand well. They know how different industries in the region operate and what types of employment violations commonly occur in various workplace settings.

Englewood's position within the greater Los Angeles legal community means you have access to attorneys who regularly handle complex employment cases and who understand how local courts approach these matters. This local knowledge can be valuable in developing effective strategies for your specific situation.

Your choice of legal representation can make the difference between a successful outcome and a disappointing result. If you're searching for experienced employment law representation in Englewood, The Law Offices of Stuart H. Garrison has been serving California workers since 1976, providing skilled advocacy in discrimination, harassment, retaliation, and workers' compensation cases. We understand the challenges employees face when standing up for their rights and we're committed to helping you navigate the legal system effectively. Contact us at (310) 641-8259 to discuss your employment law situation and learn how we can help protect your workplace rights in Englewood and throughout Southern California.

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Impairment Meets or Equals Listing of Impairments for Social Security Disability Evaluation

July 23, 2025
Dec. 8, 2021 In the sequential evaluation of disability by the Social Security Administration (SSA), a major step is whether the individual has a condition that meets the twelve-month duration requirement and that is represented on the Social Security Administration's Listing of Impairments (LOI) or equal to a listed impairment. The LOI is divided into two parts. One part applies to individuals over age eighteen and one part is applicable to individuals under eighteen. The LOI includes fifteen major body categories: growth impairment, musculoskeletal system, special senses and speech, respiratory system, cardiovascular system, digestive system, genito-urinary system, hemic and lymphatic system, skin, endocrine system, multiple body systems, neurological, mental disorders, malignant neoplastic diseases, and immune system. An explanation for what is encompassed by each category is included. Within each category, impairments are given that are considered to rise to the level of "severe" such that they would prevent an individual from engaging in substantial gainful activity. A diagnosis falling within the parameters of the LOI must be established by medical evidence obtained through objective clinical and laboratory techniques. In many instances the required medical evidence is stated in the LOI. Absent appropriate medical evidence, a diagnosis of an impairment will not be found to appear on the LOI. Included with the other information present, the LOI sometimes states the symptoms usually associated with certain listed impairments. Even though an impairment is not specifically listed on the LOI, the SSA authorizes impairments that are the medical equivalent to a listed impairment. The medical evidence received to establish a medical equivalency is given varying weights based on the source of the evidence. For example, the medical opinions of state agency doctors and psychologists are accorded the weight of nonexamining doctors and psychologists. These opinions can be accorded greater weight if based on, for example, the complete case file that includes a medical report from a specialist in the individual's area of impairment. The opinion of a doctor or psychologist who has been appointed by the SSA Commissioner is given the weight of an expert opinion.

NON-EMPLOYMENT BUSINESS DISCRIMINATION/HARASSMENT ACTS AGAINST NON-EMPLOYEE OR PUBLIC

July 22, 2025
Non-employees and members of the public at large are protected against business(es) discrimination/harassment and retaliation under the California Unruh Civil Rights Act (Calif. Civil Code Section 51). Generally, the protected categories from non-employer/business misconduct include: Race; Religious Creed; Color; National Origin; Ancestry; Physical Disability; Mental Disability; Reproductive Health Decisionmaking; Medical Condition; Genetic Information; Marital Status; Sex; Gender; Gender Identity; Gender Expression; Age [over age 40]; Sexual Expression; or, Veteran or Military Status (Calif. Civil Code Sec. 51). Aggrieved complainant’s remedies include filing a civil lawsuit against the offending business(s) with a civil employment lawyer (like me) seeking back and front pay; emotional distress; reimbursement of reasonable medical treatment bills; and recovery of reasonable civil rights attorney’s fees, and costs, from the liable business(es). However, an aggrieved complainant may contact the California Civil Rights Department, the California government agency that is responsible for handling these business discrimination complaints. Its website address is: calcivilrights.ca.gov . The aggrieved complainant may file a written Complaint against the offending business(es) with the Civil Rights Dept. within 1 year of the business’ offending discriminatory act(s). (Calif. Gov’t. Code Sec.12960(e)(1).) There is no fee for filing such Complaint with the Civil Rights Dept. Since the elapse of time, many potential witnesses, and documents, necessary to assist in proving your claim(s), due to the passage, fade away. Therefore, it is best to capture this potential evidence sooner rather than later. The Civil Rights Dept’s website deserves your thorough inspection about how the Civil Rights Dept. goes about its business (which can include its limited investigative personnel conducting an investigation [with no out-of-pocket costs to you] of your Complaint.) Please contact me first to strategize and organize your employee discrimination/harassment and/or employer retaliation claims.

EMPLOYER DISCRIMINATION/HARRASSMENT or RETALIATION IN THE CALIFORNIA WORKPLACE

July 22, 2025
Employees and Job Applicants are protected against employer discrimination/harassment and retaliation under the California Fair Employment and Housing Act (Calif. Government Code Sections 12900—12999, inclusive). Protected categories from employer misconduct include: Race; Religious Creed; Color; National Origin; Ancestry; Physical Disability; Mental Disability; Reproductive Health Decisionmaking; Medical Condition; Genetic Information; Marital Status; Sex; Gender; Gender Identity; Gender Expression; Age [over age 40]; Sexual Expression; or, Veteran or Military Status (Calif. Gov’t. Code Sec. 12940(a)). Aggrieved employee’s remedies include filing a civil lawsuit against the offending employer(s) with a civil employment lawyer (like me) seeking back and front pay; emotional distress; reimbursement of reasonable medical treatment bills; and recovery of reasonable employment attorney’s fees, and costs, from the liable employer(s). However, an aggrieved employee must mandatorily contact the California Civil Rights Department, the California government agency that is responsible for handling these employer discrimination complaints. Its website address is: c alcivilrights.ca.gov . The aggrieved employee must file a written Complaint against the offending employer(s) with the Civil Rights Dept. within 3 years of the employer’s offending discriminatory act(s). (Calif. Gov’t. Code Sec.12960(c)(5).) There is no fee for filing such Complaint with the Civil Rights Dept. Since the elapse of time, many potential witnesses, and documents, necessary to assist in proving your claim(s), due to the passage, fade away. Therefore, it is best to capture this potential evidence sooner rather than later. The Civil Rights Dept’s website deserves your thorough inspection about how the Civil Rights Dept. goes about its business (which can include its limited investigative personnel conducting an investigation [with no out-of-pocket costs to you] of your Complaint.) Please contact me first to strategize and organize your employee discrimination/harassment and/or employer retaliation claims.

Supplemental Security Income for Children

July 22, 2025
Dec. 8, 2021 Children who are blind or disabled are eligible to receive Supplemental Security Income (SSI). The Social Security Administration (SSA) considers a "child" to be an unmarried individual who is under age 18 or, if under age 22, is a student who regularly attends school. A "child" cannot be the head of a household. There is no minimum age requirement; a child may be eligible for benefits from birth. A child is disabled if he has a medically determinable impairment that causes severe and marked limitations in his ability to function, which has lasted or is expected to last at least twelve months or result in death. When the child reaches age eighteen, his disability is reevaluated under the criteria for adults, i.e. whether the individual can engage in substantial gainful activity and whether his impairment has lasted or is expected to last at least twelve months or end in death. "Blindness" for purposes of SSI eligibility means that the individual has 20/200 vision or less in his better eye even with corrective eyewear. A person is also considered "blind" if he has a limited field of vision in his better eye such that he has a contraction of peripheral visual fields to ten degrees from the point of fixation or the widest diameter of his visual field subtends an angle no more than twenty degrees. Even though a child does not meet the statutory definition of blindness, he may still be eligible for benefits pursuant to a "disability." A child's SSI benefits are based on the fact that he has "limited" income and resources. For purposes of making this determination, the SSA will impute to the child a portion of the income/resources from the child's parents. The parents' income/resources are deemed to be available to the child as long as he lives with such parents and they are not, themselves, receiving SSI benefits.

Workers' Compensation Award Credit for Actual Earnings

July 22, 2025
Dec. 8, 2021 In some instances, an injured employee will return to his former position and resume making the same earnings as before the injury. When such an individual has received a workers' compensation benefit, the question arises whether the employer is entitled to a credit on the amount of benefits that were paid to the employee. If the employer paid the employee's wages, intending such wages to take the place of any benefit compensation, then the employer would be entitled to a credit. However, there is rarely direct evidence of the employer's intention in this regard. Given the usual lack of evidence on the employer's intention that wages serve in the place of benefits, such intention must be gleaned from the relevant circumstances. For instance, if wages were paid, despite the fact that the employee did not work, it would be reasonable to infer the employer's intention. Likewise, if the employee is paid his pre-injury wage, though he performs a reduced workload, the employer's intention could be reasonably inferred. If the employer denies any workers' compensation liability, the wages it pays to the employee cannot be claimed as a credit for a workers' compensation payment. Additionally, any charitable payments made by the employer to the employee cannot be later recovered by way of credit. If the employer is allowed a credit, the amount of credit is determined on a weekly basis. Basically, the amount of the credit will be determined on a week-by-week basis in relation to the amount of workers' compensation benefits allowed to the employee for such week. No running tally is kept such that the overall total amount of benefits is offset by the amount of wages paid. Consider the employee who earns $400 from the employer in a specific week. The employee's compensation payment is in the amount of $250. Therefore, the employer would be allotted a $250 credit for the week. After that, a new week begins with a separate credit calculation to be made.
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