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FAQ's

Get quick answers to common questions.

We’ve gathered helpful information to guide you through our process and make sure you understand your rights and options.
What is pregnancy discrimination?
Employees may take up to 12 weeks under FMLA and up to 4 months under FEHA. Denying or interfering with these rights is illegal.
Yes. Employers must offer reasonable accommodations such as modified duties or leave unless doing so causes undue hardship. Refusing such accommodations can amount to unlawful discrimination.
It occurs when an employee is treated unfairly because of pregnancy, childbirth, or related medical conditions. Both the federal Pregnancy Discrimination Act (PDA) and California’s Fair Employment and Housing Act (FEHA) prohibit this type of conduct.
You may file a complaint with the EEOC or California Civil Rights Department (CRD). Remedies include reinstatement, lost wages, and damages.

If you’re experiencing pregnancy discrimination, please fill out our intake form for guidance

What is religious discrimination?
It happens when an employee faces unfair treatment due to their religion or beliefs. Both Title VII and FEHA protect against such actions.
Employers must allow flexible scheduling, dress code exemptions, or other accommodations unless they cause undue hardship.
Retaliation or refusal to accommodate can lead to legal liability. Employees can file complaints with the EEOC or CRD.
Start internally through HR, documenting incidents. If unresolved, proceed with a formal complaint to enforcement agencies.
If your faith or practices are being targeted at work, please fill out our intake form.
What does FMLA provide?
It happens when an employee faces unfair treatment due to their religion or beliefs. Both Title VII and FEHA protect against such actions.
Employees who’ve worked for their employer for 12 months and logged at least 1,250 hours within that period are eligible.
It’s illegal to deny, interfere, or retaliate against FMLA requests. You may file a claim with the U.S. Department of Labor or pursue legal action.
Your job and health benefits remain secure while on approved FMLA leave.
If you’ve been denied family or medical leave, please fill our intake form
What are my wage rights?
You’re entitled to timely pay, at least the minimum wage, and overtime for hours exceeding legal limits. California law provides even stronger protections.
If your job duties don’t meet exemption criteria, you may be owed back pay and penalties for unpaid overtime.
Start by reporting to HR with documentation of hours worked. If unresolved, file a claim with the DLSE or U.S. Department of Labor.
Employers may face fines, back pay orders, and attorney’s fees for noncompliance.
If you believe you’re owed unpaid wages or overtime, please fill out our intake form.
What is wrongful termination?
It’s when an employee is fired for illegal reasons—such as discrimination, retaliation, or refusal to commit unlawful acts
Report the issue internally, documenting all communications. If ignored, file a complaint with the EEOC or CRD
You may recover lost wages, reinstatement, damages for emotional distress, and attorney’s fees.
Retaliation means punishing an employee for asserting their legal rights. It’s prohibited under federal and state law.
If you believe you were wrongfully terminated, please fill out our intake form
How is sexual harassment defined
It includes unwelcome advances, requests for favors, or conduct that creates a hostile or offensive work environment.
Report immediately through HR or internal channels, documenting every incident. If ignored, escalate to EEOC or CRD.
No. Retaliation for reporting harassment is illegal, and employers can face fines and damages.
Remedies include reinstatement, compensation, and changes to company policies.
If you’ve experienced workplace harassment, please fill out our intake form.
What is a severance agreement?
A severance agreement is a contract offered when employment ends, providing compensation or benefits in exchange for waiving legal claims. These agreements must comply with both federal and state laws to be valid.
Employers are generally not required by law to provide severance pay. However, many offer it voluntarily or as part of a contract or company policy.
No. Signing is entirely voluntary. Always review the terms carefully, as you may be waiving important rights.
Employees typically have 5 days in California and 21 days under federal law (if over 40) to review before signing.
Yes. You can often negotiate higher pay, continued benefits, or removal of unfair clauses with legal guidance.
You may be waiving claims related to discrimination, retaliation, or wrongful termination. Review every clause carefully before signing.

What Services Do We Offer?

At Workers’ Advocate, we provide comprehensive support for employees offered severance agreements. Our services include:
  • ● Full review of your severance agreement to identify unfair or unlawful clauses.
  • ● Legal advice on your rights and potential claims before signing.
  • ● Negotiation support to secure improved compensation and benefits.
  • ● Customized revisions or drafting of agreements that meet state and federal requirements.
  • ● Flat-fee consultations so you know exactly what you’re paying for—no surprises.

We ensure your severance protects you, not just your employer.

If you’ve been offered a severance agreement or want it reviewed by an attorney, please fill out
our interactive form.

Contact Details

  • contact@workersadvocate.law
  • 844-400-7269
  • 10866 Washington Blvd. #835 Culver City, California
  • 1230 Rosecrans Avenue, Suite 300, Manhattan Beach, California
  • 66 Hudson Yards 24th Floor New York, NY 10001

Any content found on the website is for general informational purposes only and the provided information does not create a relationship between a website visitor and an attorney.

Any content found on the website is for general informational purposes only and the provided information does not create a relationship between a website visitor and an attorney.

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