Undisclosed
Verdict
November 2007 jury verdict against Honda for breach of warranty in Orange County Superior Court.
Wrongful Termination, Discrimination & Wage Theft Lawyer
11x Super Lawyer (2016-2026)
$1B+ Recovered
5,000+ Workers Represented
No Fee Unless We Win
Call (877) 619-8966 – Free ConsultationServing Pasadena & Greater Los Angeles Since 2004
Employment Challenges Facing Pasadena Workers
Pasadena is a thriving hub for innovation, science, hospitality, and healthcare—home to Caltech, the Jet Propulsion Laboratory (JPL/NASA), Huntington Hospital, numerous biotech startups, and a vibrant tourism industry. Yet for all its prosperity, Pasadena workers face the same employment injustices as those anywhere in California.
Why Pasadena Workers Need Local Legal Representation
Our firm has spent over 20 years fighting for California employees, and we understand the unique pressures Pasadena workers face. Whether you work at a prestigious research institution, a growing tech startup in South Pasadena-adjacent areas, a major hospital system, or a hospitality business serving the Rose Bowl and Tournament of Roses crowds, employment discrimination and wage theft don’t discriminate.
Pasadena’s workforce is highly educated and diverse—reflecting demographics ranging from PhDs at Caltech to skilled service workers in hotels and restaurants. Employers sometimes exploit this diversity with discriminatory practices. Others misclassify workers, deny overtime, or retaliate when employees speak up about wage violations.
Our Mission: We represent employees only—never employers. We work on contingency: no fee unless we win. Your interests always come first.
Major Employers & Industries in Pasadena
Understanding local employment comes down to understanding local employers. Here are the sectors where Pasadena workers commonly face legal disputes:
Caltech & JPL – Research institutions with complex employment structures
Huntington Hospital – Healthcare provider with nursing, admin, and support staff
Pasadena City College – Education sector with faculty, adjunct, and admin roles
Tech & Biotech Startups – Rapid-growth companies with wage & classification issues
Parsons Corporation – Global engineering firm with local operations
Hotels & Tourism – Rose Bowl, Tournament of Roses, convention centers, hospitality workers
Retail & Service – Old Pasadena district shops and restaurants
Real Estate & Professional Services – Office and administrative workers
Across these industries, we have seen:
- Age discrimination against workers 40+ in tech and startup environments
- Gender and race discrimination in management and advancement
- Sexual harassment in hospitality, healthcare, and education
- Wage theft and misclassification in healthcare, hospitality, and service work
- Retaliation for reporting wage violations, safety issues, or discrimination
- Wrongful termination disguised as “performance” issues
- Denial of FMLA/CFRA leave for employees dealing with family medical crises
Employment Law Practice Areas We Handle
Our firm specializes in plaintiff-side employment law. We fight for individual employees and workers against corporations, institutions, and employers of all sizes. Here’s what we handle:
Wrongful Termination
Fired for whistleblowing, reporting illegal activity, taking medical leave, jury duty, or exercising your rights? California law protects you. We prove retaliation and recover damages.
Discrimination
Age (FEHA protects 40+), race, gender, religion, disability, national origin, sexual orientation—discrimination is illegal. We pursue EEOC complaints and civil suits.
Sexual Harassment
Unwanted advances, hostile work environment, quid pro quo—California law holds employers strictly liable. We help survivors recover damages and stop harassment.
Wage & Hour Violations
Unpaid overtime, missed breaks, improper deductions, misclassification as independent contractor. We recover back wages plus penalties under California Labor Code.
Retaliation
Threatened, demoted, or fired after reporting wage theft, safety violations, or discrimination? California law strictly forbids retaliation. We prove it and hold employers accountable.
FMLA & CFRA Leave
Denied family medical leave, time off for illness, childbirth, or elder care? We fight for leave rights and recover damages for unlawful interference.
California Employment Law & Your Rights
Why California Law Protects You More Than Federal Law
California has some of the strongest employee protections in the nation. As a Pasadena worker, you have rights far beyond federal employment standards. Here’s what matters:
At-Will Employment (With Major Exceptions)
Most California jobs are “at-will”—employers can fire you for any reason or no reason. But there are critical exceptions:
- Public Policy Exception: You cannot be fired for exercising legal rights (jury duty, voting, reporting crimes, taking medical leave)
- Implied Covenant: Employers must act in good faith; they can’t fire you as pretext for retaliation
- Whistleblower Protections: Report wage theft, safety violations, illegal activity—retaliation is unlawful
FEHA: Fair Employment & Housing Act
California’s FEHA prohibits discrimination based on protected characteristics:
- Race, color, ancestry, national origin
- Gender (including pregnancy, childbirth, lactation)
- Sexual orientation, gender identity, gender expression
- Age (40 or older)
- Disability (physical or mental)
- Religion, political activities, union membership
- Marital/family status, domestic violence victim status
Employers must provide reasonable accommodations and cannot retaliate for reporting discrimination.
Wage & Hour Protections (Labor Code)
- Minimum Wage: Currently $16/hour statewide (2024+)
- Overtime: Time-and-a-half for hours over 8/day or 40/week; double-time for 12+ hours/day or 7th day
- Rest & Meal Breaks: 10-minute rest per 4 hours; 30-minute unpaid meal break per 5 hours
- Wage Deductions: Illegal unless authorized; final paycheck must include all earned wages
- Misclassification: Classifying you as 1099 contractor instead of employee is illegal if you’re really an employee
CFRA & FMLA Leave Rights
You may take up to 12 weeks unpaid leave per year for:
- Your own serious health condition
- Child’s birth, adoption, or serious health condition
- Parent’s serious health condition
- Qualifying exigency (military family)
- Military caregiver leave
Employers cannot fire you or retaliate for taking leave. Your job is protected.
PAGA: Private Attorneys General Act
If your employer violated the Labor Code, you can sue on behalf of yourself and all affected workers. We recover statutory penalties ($100–$200 per violation per employee) plus wages. This lets us fight even when individual damages are small—because the total impact is enormous.
Where Pasadena Employment Cases Are Heard
Pasadena is in Los Angeles County. Employment cases are filed at the LA County Superior Court (Stanley Mosk Courthouse, 111 North Hill Street, Los Angeles). Some disputes may proceed to arbitration depending on your employment agreement, though California courts scrutinize arbitration clauses carefully to protect workers.
Why Pasadena Workers Choose Todd M. Friedman
Our Track Record
11x
Super Lawyer (2016-2026)
$1B+
Recovered for Clients
5,000+
California Workers Represented
20+
Years Fighting for Employees
What Makes Us Different
We Represent Employees Only
We never represent employers. This isn’t a mixed practice trying to balance both sides. Our entire focus is on fighting for workers against unfair employers. Your interests come first, always.
Contingency Fees: You Don’t Pay Unless We Win
You don’t need money upfront. We work on contingency—we’re only paid when we recover money for you through settlement, judgment, or arbitration award. If we don’t win, you owe us nothing. This aligns our incentives with yours: we succeed only when you succeed.
Free Consultation & Case Evaluation
Call us today at (877) 619-8966 for a free, confidential consultation. We’ll listen to your story, explain your rights, and tell you honestly whether we can help. No obligation.
Local Knowledge, Statewide Reach
We’re based in Los Angeles with deep knowledge of local employers, courts, and judges. We’ve handled cases involving Pasadena’s major employers and understand local employment practices. But our practice spans all of California—your location doesn’t limit us.
Aggressive but Professional
We fight hard for our clients while maintaining professional integrity. We don’t bully or bluff. We build strong cases with evidence, expert testimony, and legal strategy. Opposing counsel respects us—and that gets results for clients.
Transparent Communication
We keep you informed every step. You understand what’s happening, why we’re pursuing a strategy, and what to expect next. No surprises, no hidden agendas. You’re a partner in your case, not a bystander.
How We Handle Your Employment Law Case
From first call to final settlement or judgment, here’s how we work:
1
Free Consultation
Call (877) 619-8966 or contact us online. We listen to your story—what happened, when, who was involved, how you were harmed. We ask detailed questions to understand your case.
2
Case Evaluation
We review your account against California employment law. Do you have a viable claim? What damages might you recover? What evidence do we need? We’re honest: if we don’t think we can win or if your case is too weak, we’ll tell you.
3
Investigation & Evidence Gathering
If we take your case, we investigate thoroughly. We request documents (emails, personnel files, payroll records), identify witnesses, analyze wage calculations, and develop a factual narrative that proves your claim.
4
Administrative Claims (If Applicable)
For discrimination or harassment, we may file with the California Civil Rights Department (CCRD, formerly DFEH) or the EEOC to preserve your right to sue. These agencies investigate and can recover some damages.
5
Negotiation & Settlement
We approach the employer’s counsel with a demand letter laying out the law, evidence, and damages. Many cases settle here—employers often prefer settling to risking trial. We negotiate aggressively for the best outcome.
6
Litigation or Arbitration
If settlement fails, we file a lawsuit in LA County Superior Court or proceed to arbitration (if your contract requires it). We prepare thoroughly, conduct discovery, handle depositions, and litigate vigorously.
7
Trial or Award
If necessary, we try your case before a judge or jury—or argue before an arbitrator. We present evidence, examine witnesses, make legal arguments, and fight for the maximum recovery you deserve.
8
Collection & Closure
Once we win a judgment, settlement, or award, we collect the money and deliver it to you (minus our contingency fee, which is only paid from recovered funds). Your case is closed—you have justice and compensation.
Ready to Get Started? Call us today at (877) 619-8966 for your free consultation. No cost, no obligation.
Pasadena Resources & Legal Information
Where to File & Whom to Contact
California Civil Rights Department (CCRD)
File discrimination, harassment, or retaliation complaints here. The CCRD (formerly DFEH) investigates and can award damages. Filing preserves your right to sue in court.
LA County Superior Court
Stanley Mosk Courthouse, 111 North Hill Street, Los Angeles, CA 90012. This is where employment lawsuits are filed. Our office is nearby and we know the local judges and procedures.
California Division of Labor Standards Enforcement (DLSE)
File wage and hour complaints. The state investigates wage theft and can recover back pay.
Pasadena City College & Local Resources
For PCC employees facing employment issues, know your rights under California education law. We’ve represented college workers and understand tenure, adjunct, and admin employment issues.
Why Pasadena’s Professional Community Trusts Us
Pasadena attracts educated, professional workers—scientists at Caltech, engineers at JPL, healthcare workers at Huntington, educators at PCC. Many assume their employers will treat them fairly. Too often, they’re wrong.
We’ve recovered millions for Pasadena workers in discrimination disputes, wage theft cases, wrongful termination suits, and harassment claims. Our reputation is built on results—and on the trust of workers who know we fight for them.
Serving Pasadena & Nearby Communities
While based in Los Angeles, our practice reaches across the region. We serve Pasadena workers and those in nearby cities:
Pasadena Altadena South Pasadena Arcadia Sierra Madre San Marino Los Angeles
Whether you work in Pasadena itself, or in surrounding areas like Altadena, Arcadia, or Sierra Madre, we’re here to fight for you. Employment law doesn’t recognize city boundaries—neither do we.
Don’t Let Wrongful Termination, Discrimination, or Wage Theft Go Unanswered
You have rights. We fight for them. Free consultation, no fee unless we win.
Call (877) 619-8966 TodayLaw Offices of Todd M. Friedman, P.C.
21031 Ventura Blvd, Suite 340
Woodland Hills, CA 91364
Serving Pasadena & All of California
Frequently Asked Questions About Pasadena Employment Law
What should I do if I’m wrongfully terminated in Pasadena?
First, gather all documents (emails, performance reviews, termination letter, final paycheck). Don’t sign anything the employer gives you without reviewing it with an attorney. Contact us immediately for a free consultation. We’ll determine if you have a valid claim under California’s public policy exception, implied covenant of good faith, or FEHA protections. The sooner you act, the more evidence we can preserve.
How do I prove employment discrimination at Caltech, JPL, Huntington Hospital, or another Pasadena employer?
Discrimination claims require evidence of: (1) protected characteristic (age, race, gender, etc.); (2) adverse employment action (firing, demotion, denial of promotion); (3) causation (the protected characteristic motivated the action). Evidence includes: discriminatory statements, disparate treatment compared to similarly situated coworkers, timing of adverse action, and statistical patterns. We subpoena employer records to prove their discrimination. Our experience with Pasadena’s major employers gives us insight into their practices.
Can my employer retaliate against me for reporting wage theft or harassment in California?
No. California Labor Code § 1102.5 protects whistleblowers. If you report illegal wage practices, labor violations, safety issues, or harassment, and your employer retaliates (fires, demotes, harasses, cuts pay), that’s unlawful retaliation. We can sue for damages. This protection applies even if the original violation isn’t proven—the employer can’t retaliate for the report itself.
How much is my wage theft case worth?
Wage theft recoveries include: (1) unpaid wages (overtime, minimum wage, break compensation); (2) liquidated damages (equal amount); (3) penalties under PAGA ($100–$200 per violation per employee); (4) attorney fees and costs. Many wage cases recover $50,000–$500,000+, depending on duration of violation, number of employees, and wage amounts. We calculate your specific damages during case evaluation.
Do I need an employment contract for wrongful termination protection?
No. Even at-will employees have rights. California protects workers from wrongful termination based on public policy (reporting crimes, taking jury duty, exercising legal rights), discrimination, retaliation, and breach of implied covenant of good faith. You don’t need a written contract. That said, employment agreements sometimes provide additional protections or procedural rights we can leverage.
How much does it cost to hire Todd M. Friedman as my employment attorney?
Zero upfront. We work on contingency—you don’t pay anything unless we recover money for you through settlement or judgment. Our fee comes from the recovery. This ensures we only take cases we believe we can win, and that our success is tied to yours. During your free consultation, we’ll discuss the contingency percentage and all costs clearly.
