Frequently Asked Questions
Q: What kind of law do you practice?
Our Practice Areas page outlines our main focus areas. They break down to 1) employment law 2) business entities LLC / corporations and contracts and 3) auto-accident and other personal injury litigation.
Q: What other languages do you speak?
Joshua Y. Lee, Esq., is the lead attorney and he speaks both English and Korean. When necessary, we hire translators or other professionals who speak Spanish and other languages. If you have specific language requirements, we will either find someone to assist us or recommend another law office more suitable for you. Contact us with more questions.
Q: What does “Of Counsel” mean?
An attorney on our website who is “Of Counsel” means that they are not a full-time employee but rather someone whom we work with on an on-going basis and with whom we have a trusted relationship. They are independent attorneys we associate closely with and hold in the highest regard.
Q: Do you represent employees or employers?
We would never knowingly engage in a conflict of interest with any of our former or present clients. We hold ourselves to the highest ethical standards and duty of confidentiality and abide strictly by the attorney-client privilege. We represent mostly plaintiff employees who have a meritorious matter. we also work with select small to mid sized businesses/employers for quick and cost effective resolutions of litigation and preventative policies and procedures to become and maintain compliance with California labor and employment laws. Get started with a consultation.
Q: How do you determine your fees?
We sometimes offer free consultations when representing plaintiffs of contingency employment or personal injury matters. Where business or personal needs require advice, reviewing documents, setting up a corporation or LLC, drafting contracts, or similar situations, we must charge a fee for our time. Our fees are reasonable and we take a lot of factors into account. We will always be up front about any potential costs and ensure you are well aware ahead of time and also agree to them before proceeding forward. Contact us to discuss your situation and figure out a fee structure that might work best.
Q: Do you take referrals?
Yes. In fact, referrals are always welcomed and a preferred way of getting new clients. Because of the rules of professional conduct and code of ethics that lawyers are held to, we have unique arrangements for a) lawyers and b) non-lawyers. Contact us for further details.
Q: Any advice regarding Wrongful Termination, Discrimination, Harassment, and other Employment Law matters?
Call (714) 616-4466 or email us for a free a consultation. These are very fact specific matters where the value and overall probability of success depends heavily on the evidence as well as timing. There are statute of limitations considerations, thus it is advisable that you speak to an attorney sooner rather than later regarding these type of concerns. Also, if you are already being sued and recently got served, it is best to contact an attorney immediately. The longer you wait the less time your lawyer has to figure out a strategy and preserve any rights you may have.
Q: What should I do after an auto-accident?
Call (714) 616-4466 or email us for a free a consultation. Our Practice Areas page does a good job of outlining what to do. However, the most important thing is to take care of your health. Without ensuring proper attention to injuries, nothing else matters. Ensure you and your loved ones are safe and get medical attention. Leave the legal problems and worries to us. Part of that means to contact an attorney as soon as possible and don’t talk to anybody. What you say may be used against you and could hurt your case without you intending it to do so.
Q: Client testimonials?
Yes. We do not usually ask for written testimonials but always appreciate a good meaningful review of our services. You may find some of our clients’ reviews on Yelp.com.
Note: These reviews are not an advertisement or in any way an indication, prediction, or guarantee or warranty of the outcome of your specific case. Every case is unique and the facts are always different which greatly affect the outcome.
Q: Do you have a blog or Facebook page?
Yes. From time to time we may post some interesting cases, legal information or other interesting reads on our Facebook page or elsewhere on this site. The postings are not legal advice, advertisement or solicitation of any kind. We only practice in California and the postings are merely provided for information.
Q: What is the difference between Worker‘s Compensation (Worker’s Comp) and Labor and Employment Law?
Employment Law vs. Worker’s Compensation. I often get called from a potential client asking if I do Employment Law and after hearing the facts, determining that it’s actually a worker’s comp matter. Likewise, the reverse also occurs. This article is here to help clarify the difference.
Employment laws primarily focus on rules/laws/regulations around treating employees fairly in the workplace and prevent employers from taking advantage of them. Most commonly, these laws fall under two categories: (Wage & Hour) – Guaranteed minimum wage, ensuring proper overtime and breaks, and proper classification of exempt v. non-exempt employees v. independent contractor issues or (Unlawful discrimination against the Fair Employment and Housing Act – the FEHA) – Which provides protections against unlawful discrimination for protected class or conduct; such as being bullied or treated badly at work because of/as a motivating factor of/as a substantial factor due to your race, ethnicity, disability, request for disability leave or accommodation, pregnancy, request for pregnancy leave or accommodation, military status, religious beliefs, age – if over 40, gender, and other categories enumerated under the law. What is not listed is not covered. Employment attorneys either prosecute offenders for damages or defend employers when such a lawsuit comes their way and also provide advisory service to correct and clean up internal practices of the business operations. Labor law involves unions and is the same as employment law with the added grievance procedures under the Collective Bargaining Agreement (CBA) which must be followed before the employment laws can be enforced.
Worker’s Compensation, on the other hand, is essentially medical care and leave rights for job related injuries. Think of this as what happens when you throw your back for loading a truck at work, getting carpel tunnel syndrome due to excessive and repetitive movements from your job, and stress leave as it pertains to your job related anxiety. There is some overlap between Employment law discrimination type violations and worker’s compensation because these inherently personal offenses trigger rights under both disciplinary areas of law. Further questions can be asked of any employment law or worker’s compensation attorney in California.
All conversations are strictly confidential and we offer free consultations for some matters.
1440 N. Harbor Blvd. Suite 900 (9th floor)
Fullerton, CA 92835
Tel: (714) 616-4466
Fax: (714) 459-7037
Tel: (714) 369-7381
Fax: (714) 459-7037
- Monday: 9:00 AM to 5:00 PM
- Tuesday: 9:00 AM to 5:00 PM
- Wednesday: 9:00 AM to 5:00 PM
- Thursday: 9:00 AM to 5:00 PM
- Friday: 9:00 AM to 5:00 PM
- Saturday: 9:00 AM to 12:00 PM
- Sunday: CLOSED
*After hours and weekend appointments based on need and availability. All in-office consultations are by appointment only. No walk-ins. Please call or email to reschedule or cancel. Thank you.