Sezgin Khousadian LLP

Sezgin Khousadian LLP Plaintiff's Employment & Labor Law. We specialize in representing employees who have had their right Attorney Advertising

We specialize in representing employees who have had their rights violated by their employers.

08/13/2026

Under the California Equal Pay Act, if you’re doing substantially similar work — considering skill, effort, responsibility, and working conditions — you’re entitled to equal pay. It doesn’t matter if your job titles are different, or what department you’re in.

Employers can’t justify a pay gap just because “that’s what you negotiated” or “that’s your prior salary.” The only legal justifications are things like seniority, merit, a system tied to production, or a legitimate job-related factor — not your gender, race, or ethnicity.

You also have the right to ask what your coworkers make, discuss your own pay, and ask your employer to explain a gap. Retaliating against you for that is illegal too.

If this sounds like your situation, you don’t have to figure it out alone.
📩 DM us or call for a free consultation — 818-696-1330

08/12/2026

Harassment means something different to everyone. But under California law, it has a very specific legal definition.

Under California law, harassment is unwelcome conduct tied to a protected characteristic — race, ethnicity, national origin, s*x, gender identity, s*xual orientation, religion, disability, age, or pregnancy, to name a few.

It can be verbal: slurs, derogatory comments, unwanted s*xual advances, offensive jokes. It can be physical: unwanted touching, blocking your movement, invading your space. It can be visual: explicit images, offensive posters, lewd gestures. And it can be s*xual harassment — whether that’s a supervisor trading job perks for favors, or a pattern of conduct that makes your work environment hostile.

It doesn’t have to come from your boss. Coworkers, clients, vendors — anyone in your workplace can create a hostile environment, and your employer can be on the hook for it.

And employers don’t get to just react. They’re required to take real, proactive steps to prevent harassment before it happens — clear policies, real training, and prompt action when something is reported.

If this sounds like what you’re dealing with at work, you don’t have to figure it out alone.
📩 DM us or call our office for a free consultation. 818-696-1330

08/04/2026

The summer she turned 22🐬🌊
Happy {early} Birthday to our amazing Nare!!! 💙

07/21/2026

📱⚖️ Here’s something most people don’t realize: that “quick text” from your boss after you’ve clocked out can actually be TWO separate legal violations — not one.

1️⃣ Reimbursement violation — If your job requires you to use your personal phone (texts, calls, emails, apps), California law says your employer has to reimburse you for a reasonable portion of that cost.

2️⃣ Unpaid wages violation — Separately, the actual TIME you spend answering that message off the clock should be paid. All hours worked have to be compensated. If you’re expected to respond after your shift ends, that’s work time — and it should show up on your paycheck. If those extra minutes push you past 8 hours in a day or 40 in a week, that time is owed at an overtime rate.

Call us for a free consultation. 818-696-1330

05/15/2026

California employment laws are among the strictest in the nation, governed primarily by the Labor Code and the Fair Employment and Housing Act (FEHA). They mandate high minimum wage thresholds, strict overtime and meal/rest break rules, comprehensive anti-discrimination and anti-retaliation protections, and robust paid leave.





05/06/2026

If you see the word “premium” on your pay stub — don’t ignore it. 👇

That line is your employer’s written admission that they violated California labor law. A premium is penalty pay they’re required to add every time they miss your meal break or rest break.

And here’s what most people don’t know: That single line on your stub could mean there’s a PAGA case.

California’s Private Attorneys General Act (PAGA) allows employees to take legal action not just for themselves — but on behalf of every coworker who experienced the same violations. If it happened to you, chances are it happened to others too.

What to look for on your stub:
→ Meal Period Premium
→ Rest Break Premium
→ Any line labeled “penalty pay”

If you see any of these, call us for a free consultation! Save this and share it with a friend!





05/05/2026

Happy Birthday to our ! 🏈🏀⚽️⚾️🎾👑

04/30/2026

California has some of the strongest pregnancy protections in the country. Under the Pregnancy Disability Leave Law (PDLL), you are entitled to up to four months of leave if pregnancy, childbirth, or a related condition disables you — regardless of how long you’ve worked there. On top of that, the California Family Rights Act (CFRA) gives you an additional 12 weeks of baby bonding leave. Your employer is also legally required to provide reasonable accommodations, such as light duty, more breaks, or a modified schedule. Harassing, discriminating, or retaliating against an employee because she is pregnant, has given birth, or is breastfeeding is illegal under the Fair Employment and Housing Act (FEHA).





04/29/2026

Did you report illegal conduct or unsafe activity at work, and then get punished for it? If so, that’s retaliation, and it’s illegal in California. Whistleblower protections cover anyone who reports illegal activity, safety violations, fraud, and wage violations. Your employer cannot legally fire you, demote you, cut your pay, cut your hours, or give you sudden bad reviews because you spoke up. It is important to document what is occurring and speak to an employment attorney about your rights. Call us for a free consultation.





04/23/2026

The California Equal Pay Act (Labor Code § 1197.5) requires that employees be paid equally for substantially similar work, when viewed as a composite of skill, effort, and responsibility, and performed under similar working conditions - regardless of gender, race, or ethnicity. The law prohibits employers from paying an employee less than others outside their protected class unless the employer can affirmatively prove the entire wage differential is based on a legitimate factor such as a seniority system, merit system, a system measuring earnings by quantity or quality of production, or a bona fide factor other than s*x, race, or ethnicity (e.g., education, training, or experience) that is job-related and consistent with business necessity. Importantly, the Act also protects employees who discuss or inquire about wages, prohibits retaliation for asserting rights under the law, and requires employers to provide pay scale information upon request.





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