No Fee Unless We Win
After our first phone call, Mayberry Law will assess whether we can genuinely help your case. If we can, one of our attorney associates will come to your location if needed, especially for initial preparation or further visits as required. We’re always ready to take on California cases when the client is committed and we’re confident the case is strong.
Retaliation occurs when an employer punishes an employee for engaging in a protected activity—like reporting harassment or unsafe conditions.
Reporting discrimination, whistleblowing, taking family leave, filing a workers’ comp claim, or refusing illegal orders.
Sudden demotion, pay cuts, exclusion, termination, or negative performance reviews after protected conduct.
You need evidence of a protected activity, adverse action, and a causal connection between the two.
Most claims must be filed with the DFEH or EEOC within 1 year. Some labor claims have shorter deadlines.
Yes. You typically must file with the California Civil Rights Department (CRD) and receive a right-to-sue letter.
Not legally. California’s whistleblower protection laws make it illegal for employers to retaliate for reporting legal violations.
Lost wages, emotional distress, attorney’s fees, and reinstatement or promotion if appropriate.
Yes. California Labor Code §132a prohibits retaliation for exercising workers’ compensation rights.
It’s usually a good call. These cases are complex and fact-specific, and an experienced employment attorney can help gather evidence and protect your rights.
The Mayberry team in California is committed to supporting our clients in the best way we can. You can read the testimonials of our happy clients on Google reviews.
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