Do I Have A Case?
Do You Work or Live in CALIFORNIA?
With the exception of Qui Tam (whistleblower) claims, Hennig, Ruiz & Singh is only licensed to practice employment law in CALIFORNIA.
You deserve the best representation for your concern. The preliminary questions below represent what we have found to be good indicators of the types of cases our firm has been successful with. If you don’t seem to meet some of the initial criteria but still believe you have a case, please don’t hesitate to call us at 800-260-6542 or .
Complete the exercise below:
The exercise below is outlined to help you determine you have a case worth pursuing or not.
Select a category below to expand and read through the appropriate questions necessary:
Sexual Harassment
- Were you touched?
- Did you hear (directed at you or another person) sexual remarks or negative remarks based upon gender?
- Was the person who touched you or made an inappropriate remark a supervisor?
- Did you complain to management or human resources?
- Did anything happen to you after your complaint(s)?
Whistleblower Retaliation
- Did you make a complaint to management or human resources about something you thought was illegal?
- Were you asked to do something you thought was illegal?
- If you were asked to do something you thought was illegal, did you comply with the request (do it)?
- Did you complain to management or human resources about retaliation?
- After you complained or were asked to do something that you thought was illegal, did your employer take any negative actions towards you such: lower pay, reduced hours, less favorable shift assignments, disciplinary action/write-ups, negative performance reviews, or termination?
Qui Tam
- Did you make a complaint to management or human resources about something you thought was illegal?
- Were you asked to do something you thought was illegal?
- If you were asked to do something you thought was illegal, did you comply with the request (do it)?
- Did you complain to management or human resources about retaliation?
- After you complained or were asked to do something that you thought was illegal, did your employer take any negative actions towards you such: lower pay, reduced hours, less favorable shift assignments, disciplinary action/write-ups, negative performance reviews, or termination?
Discrimination
- Were you called a derogatory term or slur based upon a protected characteristic(race, gender, national origin, religion, disability, etc.)?
- Were you treated differently because of a protected characteristic?
- Was the differential treatment only directed at you or was it also directed at other people who shared the protected characteristic with you?
- Did the differential treatment include any of the following: lower pay, reduced hours, less favorable shift assignments, disciplinary action/write-ups, negative performance reviews, or termination?
- Was an otherwise neutral policy enforced in such a way that it harmed you because of a protected characteristic (i.e. required work on Saturdays prohibited by religion)?
Wage and Hour
- Do any of these circumstances sound like your situation?
- You were not paid for all of the time that you worked at the correct rate (i.e. overtime).
- You were not given the opportunity to take a rest break for every 4 hours worked, or major fraction (more than 2 hours).
- You were not given the opportunity for a meal break for every 5 hours of work.
- A company policy did not allow you to be paid properly for all the time you worked.
- Your employer did not reimburse you for all expenses you incurred that were required to do your job.
Civil Rights
- Were you called a derogatory term or slur based upon a protected characteristic(race, gender, national origin, religion, disability, etc.)?
- Were you treated differently because of a protected characteristic?
- Was the differential treatment only directed at you or was it also directed at other people who shared the protected characteristic with you?
General
- Do you have documents or witnesses to support your claims?