Wrongul Termination Defined

In California, there is a legal presumption that employment is “at-will”. “At-will” means that unless you have an employment agreement that you cannot be terminated except for good-cause, you can be fired for any reason, or for no reason at all ! And, you simply cannot sue your boss for failing to recognize your awesomeness – that is, just for being a jerk.

Here’s when you CAN sue:

You can sue if  you were terminated BECAUSE of your race, color, national origin, religion, gender, gender identity, sexual orientation, gender expression, age, disability, marital status, or medical condition. These are called “protected classes.” It unlawful to discriminate against someone in hiring or firing because the person is a member of a protected class.  If you suffered discrimination in firing, you have rights. call us. We can help.

You CAN also sue if you were fired in retaliation for engaging in a legally protected activity, such as filing a complaint against your employer, assisting someone else in filing a complaint, participating in an investigation, or for being a “whistleblower”. A “whistleblower” is someone who has reported an unsafe condition, or other illegal activity, to a public entity or to a superior at work.


CALL US at (877) 830-2380.

If you think you may have been wrongfully terminated, call us for a private, FREE consultation, in total confidence. You’ll speak directly with an Attorney; and, the conversation will be protected by the Attorney-Client privilege, just as if you had retained us. There is no obligation.  We will evaluate your case and give you our thoughts. Call us now! (877) 320-2380.


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Protecting LGBT Employees

Have you experienced discrimination at work because of your

  • Sexual Orientation?
  • Gender Identity?
  • Gender Expression?

If the answer is YES, you may be entitled to substantial compensation. We can help.

Call us toll-free at (877) 320-2380 for a FREE case evaluation, or, provide us your contact information to the right, and we will be in touch shortly.  Keep in mind, whatever you tell us is totally confidential, whether or not we take your case.

Workplace discrimination is not always obvious. It can take many forms including: frequent but subtle harassment; being treated differently from other employees; termination or demotion; retaliation for reporting discrimination or other violations; underpayment of regular wages; denial of overtime pay, meal breaks and/or rest breaks; and, being forced to work before clocking in or after clocking out.

In California, it is illegal to discriminate in the workplace against members of the LGBT community. We are committed to protecting the right of LGBT employees to a fair, merit based, and non-discriminatory workplace.

If you have been treated unfairly at work, call us now for a FREE, confidential consultation at (877) 320-2380, or tell us about your case and we will contact you promptly.

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We’ll Collect Your Labor Board “Judgment” for You !

Once you’ve obtained a Labor Board Judgment against your employer for unpaid wages, you’ll be faced with the more difficult problem: collecting!

There are a number of reasons why collecting a Labor Board Judgment is difficult. The first is that a Labor Board “Judgment” is not really a “judgment” at all. Therefore, it cannot be collected through levies and seizures the way a court judgment can.

When you win at the Labor Board, you get an “ODA” – “Order, Decision, or Award” – for wages owed. But it’s not a judgment….not yet. The ODA first needs to be certified as a judgment by the Superior Court. Then, it can be enforced like any other court judgment.

If your employer is the sort that cheats employees out of their wages, it may not pay your ODA voluntarily. If that happens, it’s time to turn up the heat; and, that is where we come in.

We know how to collect wage awards. We’ll collect your ODA for you, and we’ll get paid only when we succeed. So, it won’t cost you a dime up-front.

If you’ve won a Labor Board wage order, and your employer needs a little pressure before you’ll get paid, call us at (877) 320-2380. Both the call and the consultation are free.

We’ll discuss your options and our strategy.  Call now!


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Protecting Nurses and Healthcare Workers

Hospitals and long term care facilities, looking to squeeze out every penny of revenue, routinely fail to pay nurses and support staff for every hour worked; wrongfully deny them overtime wages; force them to work through meal periods and rest breaks; and, misclassify them as exempt employees  or independent contractors to evade the overtime laws.

If this has happened to you, we can help. If you think your rights have been violated and you want to learn your options in complete confidence, call us now at (877) 320-2380. Both the call and the consultation are free. 

These are the most common wage law violations suffered by healthcare workers:

(1)  Improperly Classified as Exempt from Overtime: For example, by treating them as exempt (salaried) workers, as above, or by labeling them as supervisors, when little if any time is spent supervising; or, by paying them as independent contractors, when there is nothing independent about them; 

(2) Denied Daily Overtime:   Overtime pay is due after 8 hours worked in a day. At healthcare facilities, however, workers can elect an “alternative work week schedule”, but an employer must first comply with a series of very strict procedures before implementing such a program. Often they don’t. If you are a Registered Nurse or other healthcare professional who is not being paid overtime for all hours worked after 8 in a workday, you may be owed substantial back pay.

(3) Denied Weekly Overtime: Regardless of weekly schedule, overtime pay is due for work in excess of 40 hours per week.

(4)  Denied Meal Breaks and Rest Periods:  Almost all healthcare employees are entitled to a 30-minute, completely uninterrupted, off-duty meal break for every 5 hours worked, or for one hour’s pay per day when a meal period is not provided.  This additional pay can also increase the amount of overtime due by increasing the calculation of your regular rate of pay. Break periods are often denied or compromised due to understaffing or poor management of available personnel.

(5) Failure to Pay for All Hours Worked:  If you are paid on an hourly basis, your employer is required to pay you for ALL hours that you work, and California law prohibits employers from requiring or knowingly allowing nurses or other healthcare employees from working “off-the-clock.”  Another example of failure to pay for all hours worked is failing to compensate nurses for training which is specific to and required by a particular employer, including initial orientation and time learning the employers data entry and management system.

(6) Work Overload: Not technically a wage violation, a healthcare institutions can reduce their overall cost of care simply by overloading existing staff, thereby reducing the quality of care and increasing stress in the workplace (which is already stressful enough).

If you think you have been wrongfully denied wages – whether regular or overtime – or if you believe your rights in other areas have been violated – for example, you were denied meal or rest breaks, paid untimely, not reimbursed for uniform, travel or other business expenses – we can help. Call us at (877) 320-2380 for a FREE case review; or, fill out the form to the above right, and we will contact you promptly.

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Terminated, Fired, Quit ? You May Still Have a Wage Claim.

If you were “wrongfully” terminated you may have a claim for damages under California law.

HOWEVER, even if your termination was 100% legal, or you simply just QUIT, there’s still a good chance you have a claim against your employer for violating the California Labor Code.

Here’s why:

A recent California study found that 30% of employees suffered at least one wage violation in the previous week!  That is, three out of every ten workers were illegally underpaid. Further, 20 % were wrongfully deprived of overtime pay.

These numbers strongly suggest that, if you have been terminated, or just quit, it makes sense to examine whether you were properly compensated prior to your termination.

To talk with a wage attorney now, call us toll-free at (877) 320-2380.

Keep in mind that California wage laws are complicated.  If you were illegally underpaid, you never knew about it – otherwise, you would have spoken up – and almost certainly, you still don’t know whether you were paid everything the law requires.

If you have been terminated, let go or lost your job for any reason and you’d like to see if you have a claim against your employer for unpaid wages – regular wages, overtime or minimum wage – call us for a FREE case review. We know the laws. We will conduct a review of your payment history and let you know if you have a case.

If we represent you, you pay us nothing, unless we get you money. Money you didn’t know was yours.

Call us now TOLL FREE at (877) 320-2380, or fill out the form at the top right, and we will respond promptly.  There is no charge and no obligation. We look forward to hearing from you.

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Unpaid Oil Field Overtime….and Other Wage Abuses.

Oil services companies cut costs by systematically under-paying their employees. Here are the most common ways oil companies deprive employees of their wages:

1) Requiring workers to remain “on call”, available for duty on short notice, without providing financial compensation for the “on-call” time;

2) Not paying employees for ALL hours worked, including time spent traveling to and from job sites, time spent putting on and taking off certain protective equipment, and time spent waiting on a job site.

3) Not paying for every MINUTE worked by “rounding down” minutes to the prior hour;

4) Denying legally mandated meal and rest breaks while on-site or when travelling to and from a well-site;

5) Using “creative” – and unlawful – techniques to deny “Daily Overtime” for days when more than 8 hours are worked in a single calendar day; and,

6) Wrongfully classifying workers as exempt from overtime, either (i) by paying them as salaried supervisors, when they are not, in truth, managerial employees, or (ii) by paying employees as independent contractors when, in fact, there is nothing independent about them.

If your paycheck has been squeezed by ANY of these illegal tactics, you may be entitled to significant financial compensation. If you believe you’ve been wrongfully underpaid, we can help.

Please let us know by calling toll-free at (877) 320-2380; or, by filling out and submitting the form to the right. We will contact you promptly and give you a FREE case review with no obligation whatsoever.  You wages be in your account, not theirs.

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Problems with LVNV ?

If you are being sued or harassed by LVNV Funding, or, if they already have a judgment against you, we can help.

We have opposed them for many years with favorable results. We know them, their attorneys and how they work a case.  Here’s a little more about LVNV (and why you need to know it):

LVNV Funding. LLC is a national debt buyer located in Greenville, South Carolina  and owned by parent corporation, Resurgent Financial Group. Resurgent also buys debt for its own account.

Of particular interest is the purchase by LVNV of consumer debt originating at HSBC.  HSBC has long operated in the United States through various subsidiary entities such as Household Finance, HSBC USA and, HSBC Nevada, which issued HSBC credit cards. In 2011, HSBC closed its U. S. credit card operations to focus on its international business, and stopped issuing credit cards in the United States.  As part of this shift in focus, HSBC sold its U. S. credit card portfolio to Capital One Bank.  Each consumer HSBC card was replaced with a Capital One card. LVNV also acquired a large number of HSBC accounts, some from Capital One and some directly from HSBC.

Here’s why you need to know this: LVNV may have difficulty proving a valid “chain of title” for its HSBC debt – that is: LVNV may not be able to prove that it purchased your defaulted account, from the same HSBC entity which issued the credit card. Keep in mind that each HSBC subsidiary is a totally separate company. So a purchase from one subsidiary is not – as LVNV would have you believe – a purchase from any other subsidiary bearing the HSBC name. The seller of the account to LVNV must be the precise HSBC entity that issued the card. And often it is not ! This is a major flaw which can result in a highly favorable outcome.

Insofar as debts purchased from other lenders,  LVNV is generally amenable to settlement. So, if you’ve been sued by LVNV, contact us by phone toll-free at 877-320-2380 or by email at william@williamroselaw.com to discuss your options; and keep your eye out for cases originating at HSBC.


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Lang, Richert & Patch

If you’ve been sued by Lang Richert & Patch or they have a judgment against you,we can help.

We know Lang Richert & Patch from having opposed them for many years. As a result, we have been able to produce favorable results for our clients.

Lang, Richert & Patch is a general business law firm in Fresno, CA which devotes several of its twenty-plus attorneys exclusively to the practice of debt collection.

LRP is one of two California law firms representing large debt buyer Unifund CCR, LLC. The firm also represents debt buyers Thunderbolt Holdings, Ltd. and, Cavalry SPV I, LLC; and, on occasion, Wells Fargo Bank.

During the credit card wars with LRP over the past seven years or so, I have found their attorneys to be consistently competent, courteous, and reasonable in their approach to settlement. (I have no comment on their non-attorney debt collectors, whom I generally avoid since they cannot consider legal issues when negotiating settlement.)

Like many collection law firms, they lack the resources to take every case to trial. Typically, therefore, as trial approaches, LRP will become more flexible in its settlement demands. This tendency is not so much unique to LRP but is, rather, the way negotiations seem to work – the best deals tend to come as the deadline – trial – approaches. In “smaller” cases, however – say $2,000-$4,000, for example – the savings achieved by pushing a case toward trial, will be offset by larger attorney fees. Reasonable early settlements are also possible with LRP which will reduce your attorney fees.

In sum, ROSE CONSUMER LAW has a pretty decent working relationship with LRP. If you are interested in discussing how we can help you, call us at 310-581-6600 or email to www.william@roseconsumerlaw.com.

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Beware Debt Collection Telephone Scams

That venerable national gazette, The Topeka Capital-Journal has warned consumers to watch out for phony debt collectors targeting people who owe NO credit card debt.

The article reports that a federal court has ordered five individual defendants and their companies to stop making threatening or  misleading collection calls to consumers, and telling them, for example: ” If you don’t pay this debt, your bank accounts will be closed, your wages will be garnished, and you will face felony fraud charges, and be arrested.”
And consumers paid.  

Even the Better Business Bureau weighed in on the subject: “Similar scams have shown up with variations for some time. People attempting to extort money will often use official-sounding names like “Civil Investigations Unit,” “State Sheriff’s Office,” or “Federal Crime Enforcement Network,” and may use fake case numbers or the names of law firms in an attempt to scare people into paying.”

So, what should you do when a scammer comes calling? Here are suggestions:

• Ask for a “validation notice” of the specific debt. By law, they must give you a written account of the debt amount, the name of the creditor and a statement of your rights as specified by the Fair Debt Collections [Practices] Act. They must do this within five days of when they first contact you.  If they don’t agree to do so, hang up.

• Confirm that the debt collector isn’t a fake by asking for his/her name,  company, physical street address and telephone number. If they won’t give all of this information, hang up.   If they do, check the information and confirm that it isn’t phony.

• Go to annualcreditreport.com or call (877) 322-8228 and check your credit report for outstanding debts or suspicious activity that you didn’t authorize.

• Never – repeat NEVER – pay any money to someone you don’t know. NO MATTER WHAT THEY SAY!

• Report any threats to the police and file a complaint with the Federal Trade Commission at their website www.ftc.gov.  This BTW applies to “legitimate”debt collectors as well.

• Take notes of every debt collection call, including the date, time, name of the caller, name of the company, and what is said. Then salt your notes away for possible future use.

Finally, if you are able to get the  caller’s mailing address – for a scammer that’s a big “if” – you can send them a “cease and desist” letter instructing them to “cease and desist” all further telephone contact with you. Send this letter via certified mail, at a minimum, to prove delivery.  Any further telephone contact over a consumer debt violates the U. S. and the California Fair Debt Collection Practices Acts.

If you receive calls beyond that point or if you have any questions about this post, feel free to call me toll-free at 877-551-0210.

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Debt Collection Trial Delay: Winning the Waiting Game

If a debt collection lawsuit has been filed against you in Los Angeles County, it will likely take two years to get to trial.

If you’re a worrier, this is very bad news. Now you’re facing 24 months of misery until the dismal result becomes official – certainly the result will be dismal, you reason – instead of the usual twelve, which was bad enough. That’s double the lack of sleep. Couple of weeks without shut eye, you’re a basket case, ready to cough up everything they want, just to be done with it.

That’s the downside of the new case management plan in the Los Angeles County Superior Court, where a massive budget shortfall has forced the closure of 13 courthouses and layoffs of hundreds of court personnel, including clerks, assistant clerks, and judicial assistants. (OMG, judges will now have to read court documents themselves.) If this weren’t enough, all collection cases uncer $25,000 in LA county have now been transferred to two courts: Chatsworth for north county cases, and Norwalk in the south. To give you an idea of the log jam this will create, where once the Chatsworth court handled 20-30 civil cases a day, now – with reduced staff – the number is up to 80-90! Can you say Holy Molasses, Batman?

But what if high anxiety isn’t your raison d’etre? Or, What if you don’t need an early resolution, say, to clean up your credit so a pending home refi will go through? In that case, you may be ready to save some serious dough!

Here’s how: Plaintiffs’ lawyers are way to busy to try cases against competent consumer counsel who know the ropes. They’ll gladly take a discounted single payment on the “court house steps”, so to speak, to avoid the risk of loss at trial, and so they can focus their energies on the “low-hanging fruit” – defendants who represent themselves, that is.

So, if you can play the waiting game, do. And during those two years prior to trial, start building up your war chest so you can make a lump sum settlement payment before trial. These savings will pay dividends in the long run.

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