High-risk pregnancies can change an employee’s work needs in a moment. An employee can go from doing her regular job when her pregnancy is low-risk to suddenly having to deal with restrictions on lifting, standing, and even working too long. But when employers respond to that by terminating the employee immediately, it raises serious legal […]
High-Risk Pregnancy, Emergency Restrictions, and Same-Day Firings Read More »
If you’ve been terminated for “not following procedure,” or laid off and told you weren’t “qualified for the position,” your training records could be helpful in evaluating potential employment claims. As of January 1, 2026, California law gives employees the right to access their training records through a personnel file request. California regularly updates its
California Labor Code § 1198.5 Expanded: Your Right to Your Training Records Read More »
Employees shouldn’t have to choose between protecting their health and their job. Unfortunately, that’s the exact position that many employers intentionally put workers in when they are more worried about coverage than their employees’ needs. The California Family Rights Act, or CFRA, gives many workers the right to take job-protected leave to handle serious medical
Pasadena Medical Leave Retaliation Claims in 2026: CFRA Rights Employees Still Miss Read More »
While this sounds too blatantly illegal to be true, it happens more often than you’d expect—a worker brings up concerns about racial discrimination or unequal pay. Shortly afterwards, they are terminated. Sure, the company has a reason that seems valid, but everyone knows what really happened. When this occurs, it raises questions about whether terminations
Wrongful Termination After Complaining About Race Bias or Equal Pay in Pasadena Read More »
Taking time off after domestic violence, sexual assault, or stalking isn’t a luxury or something that’s “nice to have.” It’s a protected right under California law. Despite this, some Pasadena employees face subtle or overt negative consequences after using this time. Reduced hours, disciplinary actions, and even termination may follow. When that happens, it may
You reported harassment at work. Shortly after, your contract wasn’t renewed. You weren’t formally terminated; there was no dramatic confrontation, and your employer didn’t say anything about your harassment complaint—although your non-renewal would not constitute wrongful termination, it could still be illegal. Under California law, non-renewal may qualify as unlawful retaliation. At Riggins Law, we
California provides job-related leave for pregnant people who are disabled by pregnancy, childbirth, or a related condition. However, pregnancy can be unpredictable, and you may not need to take your leave all at once. Intermittent leave may protect your job and provide partial income replacement. If your workplace targets you as a result of your
Intermittent Pregnancy Disability Leave and Reduced Schedules in Pasadena Workplaces Read More »
You’ve requested disability accommodations at work, and now, you’ve been fired. This situation can feel sudden, confusing, and unfair. In some cases, it’s also illegal. There are federal and California laws that protect employees requesting reasonable accommodations for a disability. When an employer retaliates against you for asserting your legal rights, it may be time
A 2026 decision by the Equal Employment Opportunity Commission has led to confusion for employers and employees alike. The decision to rescind its 2024 Enforcement Guidance on Harassment in the Workplace has left many employees, especially those vulnerable to harassment based on gender identity or sexual orientation, worried about their safety at work. If you’re
EEOC Repeals 2024 Harassment Guidance: What It Means for California Workers in 2026 Read More »
Under California law, non-compete clauses are generally unenforceable: “Except as provided in this chapter, every contract by which anyone is restrained from engaging in a lawful profession, trade, or business of any kind is to that extent void.” (Cal. Bus. & Prof. Code, § 16600(a).) Choice of Law Provisions and Non-Compete Agreements Generally, an employer
Are non-compete agreements enforceable in California? Read More »
