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Law Office of Joshua Y. Lee handles pre-litigation and litigation matters regarding personal injury and employment law in the state of California. To protect our clients’ privacy and exercising an abundance of caution to adhere to the terms of certain agreements, we are not using real names of parties or their counsel in some of the posted matters on our site. These are all real cases our office has resolved or have worked as co-counsel with another firm to successful resolution. There are many ongoing cases and others that did not make this list. It would be impossible to update this list with all of our matters. Instead, we have selected representative cases of the most common and relevant type of cases we handle most often. Our office has handled matters including meal & rest breaks, overtime, misclassification of independent contractor or exempt v non-exempt employee, Private Attorney General Act (PAGA) and class actions (with co-counsel), sexual harassment, disability discrimination, pregnancy discrimination, race discrimination, FMLA/CFRA family bonding time, discrimination, retaliation and wrongful termination against public policy and auto accident and slip and fall premise liability matters against all of the major carriers, burns and dental malpractice matters and wrongful death. We have dealt with some of the largest global multinational firms like Littler Mendelson, Jones Day, Jackson Lewis, Ogletree Deakins, Paul Hastings, Fisher Phillips, Sheppard Mullin, and others. In no way does this post constitute advertising, solicitation, or any promise or guarantee for results. Every matter is unique and the facts of each individual case must be analyzed separately.
This was a complex case involving individual wage and hour issues, individual discrimination issues under the FEHA for disability leave and associated retaliation, PAGA, and bankruptcy issues. Truck Driver A represented those who had “owned” their trucks while Truck Driver B represented those who “leased” them from the defendant (Company X) in a class action settlement. The final outcome came about due to expert mediation and plaintiff’s team consisting of three law firms working together putting forth strong credible evidence.
The employer is required to pay for all wages “it knew or should have known” were worked. Client worked for IT company in the same department in the same position for 33 years. When he started, he was one of three and in the last 10 years he maintained this 24/7 department alone. When it was a 3 person staff, they rotated and backed each other up. However, in the last 10 years, he went at it alone. Despite that fact, his timecards only showed that he worked 40 hours M-F and about 12 hours of overtime Saturdays and Sundays. We alleged the employer knew or should have known our Client worked at least an additional 40 hours of unpaid overtime M-F that was not compensated, despite the fact he did not clock in on his timesheets. Resolved weeks after mediation.
The Fair Employment and Housing Act (FEHA) violations – Sexual harassment and retaliation and also Wrongful Termination against Public Policy. Negotiated a six figure severance and very detailed and favorable non-monetary terms including a recommendation letter. To be a victim of sexual harassment does not require that the harasser has “sexual interest in” or “attraction” directed towards the plaintiff.
After working 13 years in progressively senior roles within the same company and abruptly wrongfully terminated with the pretextual reason of insubordination and poor performance.
In the past year, she had submitted numerous complaints to HR of sexual harassment allegedly committed by her boss which also involved his outspoken secretary. Inexplicably, HR failed to investigate any of those complaints. During this time, our client was demoted, responsibilities stripped from her, her title changed, and for the first time in her career, received a negative performance review which ultimately led to her termination. Ultimately our client settled for a nice package including over $100,000.00 severance pay as well as favorable non-monetary benefits.
The clients were in two separate Uber vehicles who were hit by a drunk driver without insurance. Two Uber vehicles were stopped at a red light behind one another when a drunk driver rammed his Ford truck into a third vehicle behind both of them which then caused a chain reaction resulting in a 4 car collision. We experienced significant hurdles with this case. Despite the obstacles and hoops we had to jump through, we eventually got Uber’s carrier to pay under its uninsured motorist provision.
PARKING LOT ACCIDENT
OVERTIME, MEAL & REST BREAK CLASS ACTION REFERRED OUT
Amy Barr, Case Manager and Notary
Tel: (714) 369-7381
Fax: (714) 459-7037
All conversations are strictly confidential and we offer free consultations for some matters. 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.
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This website is not intended to constitute advertising or solicitation under the applicable laws and ethical rules. Joshua Y. Lee is admitted to practice only in California, and the firm’s main office is physically located in Fullerton, California. This website is not intended to solicit clients who are located in or outside the State of California.
If you contact us and we have not already expressly agreed to represent you, your communication will not be treated as privileged or confidential. Any and all reviews, including those on third party websites such as Yelp, or endorsements by past or present clients or colleagues, are based on each of their unique experiences and do not in any way imply the same or similar results for others.
Law Office of Joshua Y. Lee does not offer any guarantee, warranty, or prediction regarding the outcome of your legal matter and anything posted by or on behalf of our firm does not impliedly or expressly offer such guarantee, warranty, or prediction of outcomes. We do not hold ourselves out to be tax experts and do not give tax advice. Some matters have a statute of limitations and as such it is best to act sooner rather than later if you feel you have a legitimate legal matter. Please contact our office with your questions.