A job loss, a sudden demotion, or months of mistreatment at work can turn your routine upside down overnight. You might be short on income, short on answers, and unsure whether what happened to you was legal. You deserve a clear, honest look at what your options are now.
California Employment Counsel, APC, is an Inglewood employment lawyer team built for workers, not employers. Founding attorney Raymond E. Hane III was admitted to the California State Bar in 1990.
Our team looks closely at what happened to our clients, lays out options in plain language, and works toward getting them paid, reinstated, or made whole. Tell us what happened during an initial consultation.
| 35+ Years Representing Employees | Super Lawyers Every Year Since 2009 | Employees Only, Never Employers | No Fees Unless We Win |
Workers come to us after all kinds of treatment that crosses a legal line. Plenty of it hides behind ordinary-sounding decisions like a schedule change or a performance review, but violates employee rights. We take on:
If what happened to you doesn’t fit neatly into one of these categories, it may still be worth a conversation, since California law covers more ground than many people realize.
Contact Now 714-462-8376
California’s Fair Employment and Housing Act makes it illegal for an employer to fire, demote, or harass a worker because of race, sex, age, disability, pregnancy, or another protected trait (Cal. Gov’t. Code § 12940). Just knowing the law exists doesn’t recover the wages you lost or the promotion you missed. You need to take action while you still have time to do so.
You generally have three years from the last unlawful act to file a complaint with the California Civil Rights Department before you can sue (Cal. Gov’t Code § 12960). Once the Civil Rights Department issues a right-to-sue notice, you generally have only one year to file a lawsuit (Cal. Gov’t Code § 12965). Both clocks matter. If you wait too long, you may not be able to seek a recovery for an otherwise legitimate claim.
Attorney Nicholas A. Hane, together with attorney Daria Iourtchenko, secured a $1,750,000 settlement in a case alleging failure to prevent systemic sexual harassment at an international company.
He also joined attorney Victory Van Tuyl in reaching an $800,000 settlement for two women sexually harassed at a healthcare facility.
In a separate race discrimination case against a multinational tool manufacturer, the firm won a $700,000 jury verdict.
Prior case results do not guarantee a similar outcome, but they reflect the kind of claims we’re prepared to take when an employer won’t make things right.
Ray and Nick were an amazing team to work with during a very hard time in my life. Both worked diligently on a resolution and I am happy to say…
I was lost and calling around for advice to help me with my work situations. Nick was there to help me through it all even when he wasn’t my lawyer…
When I first reached out to Ray and Melissa, I had been terminated from my position for complaining of sexual harassment. Immediately I knew I was in good hands with…
Many employment cases from Inglewood, Lennox, Hawthorne, El Segundo, and nearby areas are tied to the Southwest District of the Los Angeles County Superior Court, where larger civil cases are generally heard at the Torrance Courthouse. Depending on where your employer operates, a case may also be filed at the Stanley Mosk Courthouse downtown. Choosing the right venue is part of what we handle for you.
California Employment Counsel, APC is ready to discuss what happened at work and what your options look like during an initial consultation. Bringing dates, emails, and any write-ups or termination paperwork helps us give you a clearer answer faster. Then you can decide what to do next.
In most cases, you have three years from the last discriminatory or harassing act to file a complaint with the California Civil Rights Department. That is the required first step before suing in court. Once you receive a right-to-sue notice, you generally have one year to file a lawsuit. Some claims carry shorter deadlines, so it’s worth confirming your timeline rather than assuming you still have years to decide.
Generally, no. California law prohibits retaliation against employees who report discrimination, harassment, or other violations, even if the underlying complaint is later found to lack merit. If you’re demoted, written up, or let go after speaking up, that may be its own separate claim.
Signing something doesn’t automatically end your rights. Some releases are invalid or don’t cover every type of claim, especially where fraud, pressure, or certain statutory protections are involved. It’s worth having someone look at what you signed before assuming the door is closed.
Representing only employees means our attorneys aren’t splitting time defending the same type of employer they might be suing next. Founding attorney Raymond E. Hane III has built his entire practice around enforcing employee rights. That focus shapes how we look at your case from the first conversation.
If any of this sounds like your situation, reach out and walk through it with us before a deadline passes.
You don’t need every detail sorted out before you talk with us. Bring what you have, whether that’s a termination letter, a pay stub, or just a timeline of what happened, and we’ll help you see where you stand. With a three-year window to act on most California discrimination and harassment claims, waiting rarely helps and sometimes narrows your options.
Contact California Employment Counsel, APC for an initial consultation about what happened at work and what you may be able to do next.
Contact Now
714-462-8376
555 Anton Blvd., Suite 150,
Costa Mesa, CA 92626
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