#1: Negotiating a Favorable Settlement for a California Restaurant Employer
Client: Restaurant Employer
Issue: Alleged wage and hour violations
Our client, a local restaurant, received a letter from an attorney representing a former employee. The letter alleged violations of California’s meal and rest break laws, among other labor code claims, and threatened a lawsuit if a settlement was not reached.
After reviewing the letter and related employment records, our team conducted a detailed analysis of potential liability exposure. We identified key documentation gaps but also found strong evidence supporting the employer’s compliance in several areas.
Armed with this assessment, we entered settlement negotiations on behalf of our client. The former employee’s attorney initially demanded a significant payout, but through strategic negotiation, we secured a settlement for less than half of the original demand. As part of the agreement, the employee released all claims related to his employment to the extent permitted by law, closing the matter permanently.
Beyond resolving the dispute, we advised the restaurant on proactive steps to strengthen compliance moving forward—implementing clear meal and rest break policies, accurate record-keeping procedures, and documentation practices to protect against future claims.
Result:
- Avoided costly litigation
- Achieved settlement for less than 50% of the initial demand
- Implemented compliant practices and documentation safeguards for long-term protection
#2: Streamlining and Correcting a Noncompliant Employee Handbook
Client: California-based company with 30 employees
Issue: Overly broad, noncompliant employee handbook
A California employer approached us to review their employee handbook, which had been provided by their insurance carrier. While the handbook appeared comprehensive, it contained numerous provisions that were either noncompliant with state law or inconsistent with the company’s actual policies and practices.
Our review identified several critical areas requiring revision, including:
- Leaves of absence
- Paid time off and paid sick leave for as-needed employees
- Social media use
- Employee classifications
- Expense reimbursement
- Personal cell phone use
Beyond compliance issues, the handbook was nearly 90 pages long, filled with policies designed for much larger, multi-state employers. Many of these provisions simply did not apply to a California business of this size.
We streamlined the document to reflect the company’s actual operations, removed unnecessary sections, and rewrote key policies to align with California employment law. The result was a concise, accurate, and easy-to-navigate handbook that not only reduced legal risk but also better communicated expectations to employees.
Result:
- Brought handbook into full compliance with California law
- Reduced handbook length by more than half
- Aligned policies with real company practices
- Simplified ongoing updates and employee understanding
#3: Managing Attendance Issues While Maintaining CFRA Compliance
Client: California employer
Issue: Chronic attendance problems linked to a family medical situation
Our client came to us with concerns about an employee whose attendance had become increasingly unreliable. The employer knew the employee’s absences were related to a family member’s health problems and felt uncertain about taking disciplinary action, fearing it might violate California’s leave laws.
We guided the employer through their legal obligations under the California Family Rights Act (CFRA). Our team helped draft a letter notifying the employee of their right to protected family leave and inviting them to apply. This step allowed the employer to confirm whether the employee qualified for CFRA leave and to establish clear time limits, documentation requirements, and expectations for return to work.
By taking this proactive approach, the employer not only complied with California law but also protected the company from future claims of wrongful termination or retaliation.
We often encounter employers who skip this step and later face legal exposure after terminating an employee for attendance issues without properly documenting CFRA eligibility and notice. This client, however, took the right approach, addressing attendance concerns while staying compliant and fair.
Result:
- Ensured full compliance with CFRA requirements
- Avoided potential wrongful termination liability
- Established clear boundaries and documentation for future leave requests
- Preserved workplace consistency while supporting the employee’s family situation
#4: Guiding a Workplace Harassment Investigation with Cultural and Legal Sensitivity
Client: California employer
Issue: Employee harassment complaint involving Spanish-speaking staff
Our client received a complaint from an employee alleging harassment by a manager. Recognizing the seriousness of the allegation and the company’s duty to prevent and correct harassment under California law, we advised the employer to engage a third-party neutral investigator to ensure impartiality and compliance.
Because both the complainant and several witnesses primarily spoke Spanish, we helped locate an experienced investigator fluent in Spanish to ensure all parties could fully participate in the process. Throughout the investigation, we assisted in identifying relevant witnesses, clarifying the key issues, and reviewing interim updates so that we could ask targeted, informed questions about the progress.
Once the investigator delivered her findings, we advised our client on the appropriate next steps, including any corrective action required. We also guided the employer in communicating the outcome to both the complainant and the accused manager in a clear, professional, and legally sound manner.
Result:
- Ensured a fair and compliant investigation process
- Maintained neutrality and cultural accessibility through a bilingual investigator
- Helped the employer fulfill their legal obligation to prevent workplace harassment
- Supported effective communication of findings to all parties involved
