We Offer Free Consultations: 323-391-3984

Caskey, Holzman & Barari

323-391-3984

Dedicated To Fairness, Advocacy & Real Results
In Employment Law

Calabasas Employment Lawyers Providing Advice And Counsel To California Employers

Running a successful business in southern California requires constant attention to employment law concerns such as compliance and risk management. At Caskey, Holzman & Barari, our attorneys provide advice and counsel to companies seeking to avoid litigation over employment-related issues. We also represent employers involved in employment disputes.

Founded in 1977, our firm has a staff of attorneys with more than 60 combined years of experience. We represent employers and employees throughout Los Angeles and Ventura County. That dual perspective helps us to anticipate legal claims and shield your business from costly court battles. From reviewing your employee policies to resolving a discrimination claim, our employer counsel attorneys are prepared to assist you.

Proactive Legal Support For Every Stage Of Employment

Employment laws constantly change in California. Our proactive legal planning helps to protect your company from sudden claims or regulatory noncompliance. Our employer attorneys can guide your business through every stage of employer operations, focusing on issues such as:
  • Employment contracts
  • Employee handbooks
  • Workplace policies
  • Wage and hour compliance
  • Harassment and discrimination prevention training
  • Termination protocols
  • Severance agreements
  • Executive compensation issues
We help you establish clear workplace guidelines from day one. Proper documentation keeps your workforce efficient and shields your organization from liability.

Defending California Employers From Their Unique Legal Risks

California has some of the strictest workplace regulations in the country. Under the Fair Employment and Housing Act (FEHA), state rules apply to businesses with five or more employees, while federal law requires 15. In addition, California limits standard at-will employment through numerous statutory exceptions.

Wage enforcement by the Division of Labor Standards Enforcement (DLSE) creates steep financial risks for an employer’s minor technical errors. Legislation such as Assembly Bill 5 (AB5) sets strict standards for independent contractor classification. Meanwhile, the Private Attorneys General Act (PAGA) allows employees to sue for civil penalties on behalf of the state of California.

What Should I Do Before Terminating An Employee In California?

Firing an employee in California carries sizable risk, considering the state’s harsh regulations. It is important for employers to take deliberate, well-documented steps to prevent wrongful termination claims. Follow this clear process before moving forward with any discharge decision:
  1. Review performance records: Examine the employee’s file to check for clear documentation of performance issues or policy violations.
  2. Consult handbook policies: Revisit your current employee handbook to make sure that your planned action aligns with company protocols.
  3. Verify consistent enforcement: Confirm that the management team treated this employee fairly and consistently compared to others in similar situations.
  4. Consult counsel for employer legal advice: Work with an experienced employment lawyer to assess liability. Your attorney can draft enforceable severance agreements that comply with final paycheck requirements.

Taking the time to execute these steps is crucial for mitigating liability.

What Is PAGA? How Does PAGA Affect California Employers?

The Private Attorneys General Act, better known as PAGA, allows workers to file lawsuits against employers for labor code violations on behalf of the state. PAGA claims can accumulate massive penalties for seemingly minor payroll errors. For small businesses, this can mean an unsustainable financial drain resulting in closure. Early legal audits from our knowledgeable employment law team can address compliance gaps before PAGA claims arise.

Preventing Improper Classification Of Employees As Independent Contractors

According to the U.S. Department of Labor, “The misclassification of employees as something other than employees, such as independent contractors, presents a serious problem for affected employees, employers, and to the entire economy. Misclassified employees are often denied access to critical benefits and protections — such as family and medical leave, overtime, minimum wage and unemployment insurance — to which they are entitled. Employee misclassification also generates substantial losses to the Treasury and the Social Security and Medicare funds, as well as to state unemployment insurance and workers’ compensation funds.”

If you are an employer and you believe that you may have misclassified an employee as an independent contractor, please contact our office and discuss the matter with our experienced employment law attorney.

Serving Clients In Los Angeles And Throughout California

As a law firm devoted to the practice of employment law, we are deeply familiar with and understand both sides of employment cases. Our experience representing employees means that we bring valuable insight to the work we conduct for employers.

We advise employers on how to handle claims in a manner that limits the company’s risk of exposure to litigation. If litigation has already ensued, we help our clients address the issue in a cost-effective and prudent manner. One of our founding partners, Marshall A. Caskey, is a well-regarded mediator who has conducted more than 200 mediations. When representing an employer, often mediation is an effective method for resolving the claim in the best interests of our client.

Contact An Employer Law Attorney For A Free Case Evaluation

At Caskey, Holzman & Barari, our objective is to save you money and resolve the issue in a time-sensitive and cost-effective manner. Make the right choice: for employment law advice and counsel in Calabasas, contact us at 323-391-3984 or send us an email. We serve clients throughout southern California and statewide. Consultations are free.