Law Offices of Christina M. Coleman, APC

01/20/2026

Proud to be a 2026 Super Lawyer! That makes 10 years in a row!

08/19/2025

Looking forward to speaking in Las Vegas at the largest legal conference in the nation! Will I see you there?

04/23/2025

Happy Anniversary to the Law Offices of Christina M. Coleman! 8 years ago today, I did the scariest thing I've ever done which turned out to be the best thing I've ever done! Here's to many more years of success, helping those who have been wronged, and living my best life!

03/07/2025

Looking forward to speaking again at this wonderful conference!

08/28/2024

I will also be doing the 776 examination of the decision maker during the mock trial, Part 1! Hope to see you there!

08/09/2024

Honored to speak for the Labor and Employment Law section of the California Lawyers Association!

01/17/2024

So humbled to be named a Southern California Super Lawyer for the 8th year in a row!

11/09/2023

Check out my article in The Advocate's November edition!

Are you a parent who also runs a law firm? Or maybe you’re a parent who wants to start a law firm? Wondering if you can do it all, and do it well? Read Ms. Coleman’s article here that was just published in the November 2023 issue of The Advocate for tips for starting and…

08/07/2023

Catch Christina Coleman on Friday, September 1, 2023, at where she'll be lecturing on the Employment Panel on the topic of Discovery Issues: Internal Investigations, Site Inspections, and "Me Too" Witnesses. This is an all-star panel you won't want to miss! To register, go to CAALAVegas.org.

03/07/2023

I just stumbled across this on the internet. I had no idea my law school alma mater had given me a shout out!

Christina M. Coleman, Elaine K. Fresch, Kelly Chang Rickert, USD School of Law, University of San Diego, School of Law, Super Lawyers

03/03/2023

Open Letter to People Referring Employment Cases to Me (I poached this with permission from my friend Marina's post, and added to it)

Dear colleagues, friends and family,

I deeply appreciate your referrals of employment law cases. Please don't be frustrated when I do not take your referrals - I only take approximately 1 out of every 100 cases. Because of the news and media, everyone thinks that any employment situation gone wrong is a lawsuit - that every termination they do not agree with is wrongful. Nothing could be further from the truth. The vast majority of failed employment situations are not illegal. Let me explain with a few of my most common examples -

1. It is not illegal for a boss to be a jerk - no matter how much of a jerk. I can't take these cases (unless, of course, the boss is a jerk in discriminatory or illegally harassing ways);

2. Discrimination does not mean that you have to treat every employee the same. Does not mean that every person who has the same position must be treated the same. As a law firm owner, I can prefer a paralegal who has worked for me for 20 years over a newly hired, less qualified one. I can pay one more than another, give her more hours and even treat one better than another. Unless my preferences are based on a protected class or other protected reason, perfectly legal.

3. It is not illegal to fire people you don't like or who other employees don't like (again, assuming no discrimination or harassment is occurring).

4. Not every "complaint" an employee makes is whistleblowing. Some complaints are just whining and some are even insubordination. There is no law against "retaliating" against somebody for complaining about something that is not a violation of a law, unsafe or unhealthful. Reporting to HR that your boss or coworker is incompetent, even if true, is not protected activity for which you cannot be retaliated against.

5. Generally, mandatory overtime is not illegal and an employee can be fired for refusing to work required overtime.

There are obviously many many more examples of employment practices that are not illegal.

We also have to face financial realities. There are many violations of law, but the damages are too small to pursue. There are many companies that close up and leave employees unpaid. Unfortunately, as much as my heart goes out to all of these employees, I cannot take a $2,500 case of unpaid commissions. I am happy to give them some advice, but I can not be retained. Those types of small value cases are better suited for the Labor commissioner.

Finally, I do not represent clients who I do not believe and who I do not believe in. I will not tolerate even one single lie. I do not represent clients who are unkind or pushy. I do not represent clients who are entitled or are unwilling to listen to (and understand) a reasonable evaluation of their case, its pros and cons and value.

As you can see, these disqualifiers leave few cases - other Plaintiff's employment attorneys have many more and different disqualifiers.
So please - keep sending me the referrals - just understand that employment law requires a very stringent selection process. But if I take a case, I am committed to it.
Thanks,
Christina Coleman

02/10/2023

And this is why I do what I do, for moments like this and knowing I made a difference.