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.

09/29/2026

Laid off, passed over, or pushed out — and you can’t shake the feeling it’s because of your age? California law may back you up.

Under the FEHA, employees and applicants age 40 and over are protected from age discrimination in hiring, firing, promotions, pay, and layoffs. And it rarely sounds like “you’re too old.” It shows up as comments about your “energy” or “fit,” being called “old school” or not “keeping up with the times,” questions about when you’re planning to retire, being passed over for younger, less experienced candidates, sudden performance issues after years of good reviews, or being excluded from training and growth opportunities.

Age discrimination doesn’t require intent, either. If a layoff or restructuring disproportionately affects older workers — even if it looks neutral on paper — that can still be illegal. Watch for older employees being let go while younger employees in similar roles are kept or hired, or a pattern of “restructuring” that consistently clears out older staff.

If you’re 40+ and asked to sign a severance agreement waiving age discrimination claims, the law entitles you to specific disclosures — including at least 21 days to consider it and 7 days to revoke after signing.

If you think your age played a role in how you were treated at work, you may have a claim. Contact us for a free consultation: 818-696-1330

09/25/2026

Sexual harassment isn’t always obvious, and it’s not just physical.

Under California law, it falls into two categories:
1) Quid Pro Quo - where a job benefit is conditioned on submitting to unwelcome s*xual conduct; and
2) Hostile Work Environment - where the conduct is severe or pervasive enough to change your working conditions. This can include unwanted touching, s*xual comments or jokes, repeated remarks about your body, explicit messages or images, pressure for dates or romantic relationships, or s*xual gestures.

In California, a single incident can be enough if it’s serious enough. Employers are strictly liable for harassment by a supervisor — there’s no “we didn’t know” defense. But for harassment by coworkers, clients, vendors, or other non-employees, employers are only liable if they knew or should have known about it and failed to act.

Employers are required to take real, proactive steps to prevent harassment — clear policies, real training, prompt investigations. And once they learn of harassment, they have to act: investigate promptly, and take corrective action, including removing the harasser while the investigation is ongoing if needed.

If this sounds like what you’re dealing with, you don’t have to handle it alone. Contact us for a free consultation: 818-696-1330

09/18/2026

Let’s talk about California pregnancy disability rights.

Pregnancy Disability Leave (“PDL”) covers the time you’re physically disabled by pregnancy or childbirth — up to 4 months. It applies from the moment you’re disabled as a result of your pregnancy, with no minimum time on the job required. Once you’re medically cleared, the California Family Rights Act (CFRA) provides an additional 12 weeks of bonding leave — separate from and in addition to PDL. Combined, many employees are entitled to well over 4 months of job-protected time off.

Even outside of leave, you’re entitled to reasonable accommodations for pregnancy, such as more frequent breaks, modified duties, a stool or seating, and help with lifting. Your employer is required to engage with you in good faith to figure out what accommodation works.

If you’ve been denied leave, pushed to return early, or denied a reasonable accommodation, that may be illegal — and you don’t have to figure it out alone.

Contact Us for a free consult: 818-696-1330

09/17/2026

Your paycheck stub might be showing you a labor law violation — you just don’t know what to look for.

California requires a 30-minute unpaid meal break for shifts over 5 hours, and paid 10-minute rest breaks for every 4 hours worked. Longer shifts trigger even more: a second meal break past 10 hours and additional rest breaks as your shift grows. If a break is missed, shortened, interrupted, or provided late, your employer owes you an extra hour of pay — per violation, per day.

So what should you actually look for? Check if there’s a line item for “meal period premium” or “rest period premium.” The premium could also be called a penalty. If you missed, worked through, or had shortened breaks — but no premium pay showed up — that’s a red flag. Same if your time sheets show long shifts with no recorded break, and no premium to match. Being required to stay on duty during lunch, or feeling discouraged from taking your breaks at all, are red flags too.

This isn’t just about your paycheck. If your employer has a pattern of skipping premium pay, it may be affecting every employee under the same policy — which is exactly what a PAGA claim is built for.

Start by saving your paycheck stubs and schedules, and also tracking your actual break times if you can.

Call us for free consultation — 818-696-1330

09/01/2026

September is National Su***de Prevention Month—a reminder that compassion, connection, and a simple conversation can save a life.

You never truly know what someone may be carrying. Check in on the people you love, listen without judgment, and remind them that asking for help is a sign of strength—not weakness.

If you or someone you know is struggling, call or text 988 to reach the Su***de & Crisis Lifeline. You are not alone. Your life matters. There is hope. 💜

***dePreventionMonth

09/01/2026

Off-the-clock work is one of the most common forms of wage theft — and most people don’t even realize it’s happening to them.

If your employer knows (or should know) you’re working, they’re required to pay you for it. That includes checking or replying to after-hours emails and texts. Setting up your workstation, register, or equipment before you clock in. Finishing tasks after you clock out. Attending mandatory meetings or trainings off the clock. Being told to clock out while you travel between job sites during the day. Even waiting around for a manager’s OK to clock in — if you’re already working, that time counts.

It might seem small. But 15 minutes a day, five days a week, adds up to real money over time — plus overtime you may never have been paid.

You’re entitled to be paid for all hours worked, no matter how small the increment. And if you’ve been shorted, you may be able to recover back pay, penalties, and interest.

If this sounds familiar, you don’t have to figure it out alone.

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

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!!! 💙

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.





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