Setyan Law, APC, 150 S. Los Robles Avenue Suite 720, Pasadena, CA (2026)

05/28/2026

EMOTIONAL ABUSE AT WORK IN CALIFORNIA ⚠️

Workplace emotional abuse is more common than many employees realize. Constant humiliation, intimidation, gaslighting, retaliation, threats, isolation, or public embarrassment at work may contribute to a hostile work environment under California employment law.

Examples of emotional abuse in the workplace may include:
• A manager screaming at employees regularly
• Public humiliation during meetings
• Threats about termination or immigration status
• Retaliation after HR complaints
• Impossible workloads meant to force resignation
• Constant targeting based on race, gender, disability, pregnancy, age, religion, or other protected characteristics
• Isolation from projects, meetings, or communication

California employees may have legal protections when emotional abuse is connected to:
✔ Workplace harassment
✔ Discrimination
✔ Retaliation
✔ Whistleblower complaints
✔ Hostile work environment
✔ Wrongful termination
✔ Constructive discharge

WHAT TO DO:
• Save emails, texts, and written communications
• Keep detailed notes of incidents and witnesses
• Report issues in writing when possible
• Do not delete evidence
• Speak with an employment attorney before resigning

An employment attorney can help determine whether workplace emotional abuse violates California labor and employment laws and help protect your rights.

🌐 setyanlaw.com
📞 213-618-3655
📍 Based in Los Angeles | Serving California employees

📞 Contact Setyan Law

05/22/2026

When “quitting” may not really be voluntary?

California hotel workers, hospice staff, caregivers, CNAs, nurses, housekeepers, and hospitality employees are often pushed beyond reasonable limits.

If working conditions become so intolerable that a reasonable employee feels forced to resign, it may be considered constructive discharge under California employment law.

Constructive termination claims are often connected to:
✔ Workplace retaliation
✔ Disability discrimination
✔ Pregnancy discrimination
✔ Wage & hour violations
✔ Hostile work environment
✔ Failure to accommodate

WHAT TO DO:
• Document schedules, texts, and staffing issues
• Save pay stubs and time records
• Report concerns in writing when possible
• Keep copies of complaints to HR or management
• Speak with an employment attorney before resigning

An employment attorney may help determine whether your resignation could qualify as wrongful constructive termination under California law.

🌐 setyanlaw.com
📞 213-618-3655
📍 Based in Los Angeles | Serving California employees

05/20/2026

🚨 Disability Accommodation at Work 🚨

California employees may have the right to reasonable accommodations for physical or mental disabilities.

Examples include:
✔️ Modified schedules
✔️ Remote work
✔️ Medical leave
✔️ Extra breaks
✔️ Ergonomic equipment

Your employer cannot legally retaliate against you for requesting accommodations.

Common violations:
❌ Ignoring medical restrictions
❌ Refusing accommodations without discussion
❌ Firing employees after medical leave

If your rights were violated, speak with a Los Angeles employment attorney.

📍 Los Angeles Employment Lawyer. Based in Los Angeles | Serving California employees
🌐 setyanlaw.com
📞 213-618-3655

05/13/2026

🚨 Sexual harassment at work is ILLEGAL in California.

If your boss, coworker, or manager:
❌ makes sexual comments
❌ sends inappropriate messages
❌ touches you without consent
❌ retaliates after you complain

…you may have a legal claim.

Most employees don’t realize:
You DO NOT have to quit to take action.

📍California employees have powerful protections under FEHA.

🎥 Watch this before staying silent.
WrongfulTermination HostileWorkEnvironment LosAngelesLawyer EmployeeRights WorkplaceHarassment

05/07/2026

RESTAURANT WORKERS: ARE YOU BEING DENIED BREAKS? 🍽️⚖️

California restaurant employees have legal rights to meal and rest breaks — even during busy shifts.

Common violations in restaurants may include:
• Working through lunch breaks
• Being told to stay “on call” during breaks
• No uninterrupted 30-minute meal period
• Missing rest breaks during long shifts
• Pressure to clock out but continue working
• Managers discouraging breaks during rushes
• Servers, cooks, bussers, or bartenders forced to work understaffed shifts without breaks

Under California law, non-exempt employees are generally entitled to:
✔ A 30-minute unpaid meal break for shifts over 5 hours
✔ A second meal break for shifts over 10 hours
✔ Paid 10-minute rest breaks for qualifying shifts

If employers fail to provide compliant breaks, workers may be entitled to premium pay and other compensation.

🚩 Signs of possible labor law violations:

✔ You regularly eat while working
✔ You cannot leave your station during breaks
✔ Breaks are interrupted by managers/customers
✔ You are threatened or retaliated against for complaining
✔ Time records do not reflect missed breaks

WHAT TO DO:
• Save schedules and pay stubs
• Keep personal records of missed breaks
• Take screenshots of texts or messages from management
• Document off-the-clock work
• Speak with an employment attorney about your rights

At Setyan Law, we help California restaurant workers understand their rights involving wage and hour violations, retaliation, and workplace abuse.

📍 Los Angeles Employment Lawyer – Wrongful Termination & Workplace Rights. Based in Los Angeles | Serving California employees
🌐 Read more: https://setyanlaw.com/unpaid-clopening-split-shifts/
📞 213-618-3655

04/30/2026

What is national origin discrimination in California?

National origin discrimination happens when an employer treats you unfairly because of your birthplace, ancestry, ethnicity, accent, or even how you look or speak.

Examples include:
• Refusing to hire or promote you because of your accent
• Harassment based on ethnicity or cultural traits
• Unequal pay or discipline compared to others
• “English-only” rules that aren’t necessary for the job

In California, this type of discrimination is illegal under the California Fair Employment and Housing Act and federal laws like Title VII of the Civil Rights Act of 1964.
Even subtle bias or workplace policies can cross the line.

📞 Have questions about your workplace rights? An experienced employment attorney, Sam Setyan, can analyze how past rulings apply to your situation.

🌐 https://setyanlaw.com/language-only-policies-national-origin-discrimination/
📞 213-618-3655
📍 Based in Los Angeles | Serving California employees

04/24/2026

Can You Be Fired for a Social Media Post in California? | Los Angeles Employment Lawyer

Yes — in California, you can be fired for a social media post, but not if the reason is illegal.

California is an at-will employment state, meaning employers can terminate employees for almost any reason. However, there are important exceptions under laws like the National Labor Relations Act and California labor protections.

You may have a wrongful termination claim if your post involved:
• Discussing wages, hours, or working conditions
• Reporting workplace discrimination or harassment
• Whistleblowing illegal activity
• Engaging in other legally protected activity

You may still be lawfully terminated if your post:
• Discloses confidential or proprietary information
• Violates company social media or conduct policies
• Harasses coworkers or management
• Is not considered protected under the law

Every situation is fact-specific. If you were fired after a social media post, your case may depend on whether your speech is protected under California and federal law.

📍 Los Angeles Employment Lawyer – Wrongful Termination & Workplace Rights. Based in Los Angeles | Serving California employees
📞 Contact us today for a confidential consultation to discuss your case.

🌐 https://setyanlaw.com/fired-for-social-media-posts/
📞 213-618-3655

04/16/2026

Stare decisis is a legal principle that means “to stand by things decided.” In employment law, it requires courts to follow prior decisions when ruling on similar workplace issues.

Why it matters to employees:

⚖️ Past rulings shape how courts handle wrongful termination, discrimination, harassment, and wage disputes
⚖️ Creates consistency and predictability in the law
⚖️ Helps attorneys evaluate the strength of your case based on precedent

📊 Example: If courts previously ruled that a certain workplace policy was discriminatory, future courts are likely to follow that reasoning—unless there’s a strong reason to change it.

📞 Have questions about your workplace rights? An experienced employment attorney, Sam Setyan, can analyze how past rulings apply to your situation.

🌐 https://setyanlaw.com/stare-decisis-employment-law/
📞 213-618-3655
📍 Based in Los Angeles | Serving California employees

04/09/2026

Did you know?

Under California’s CROWN Act California, discrimination based on natural or protective hairstyles is illegal.

That includes:
✔ Afros
✔ Braids
✔ Locs
✔ Twists

If you’ve been told your hair is “unprofessional” or faced consequences at work because of it — that may be unlawful discrimination.

📩 Contact us for a confidential consultation.

🌐 https://setyanlaw.com/crown-act-hair-discrimination/
📞 213-618-3655
📍 Based in Los Angeles | Serving California employees

04/03/2026

A dog bite can cause serious injuries — and in California, dog owners are strictly liable in most cases.

That means you may not have to prove negligence to recover damages.

If you or your child were bitten by a dog in Los Angeles, you may be entitled to compensation for:
• Medical bills
• Lost wages
• Pain & suffering
• Scarring or long-term trauma

Don’t deal with insurance companies alone. Protect your rights.

Los Angeles Dog Bite Attorney Sam Setyan.

💼 No fees unless we win
📞 Free consultations available. Call: 213-618-3655
💻 Visit: contactattorneysam.com
📍 Serving Los Angeles and all of Southern California

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