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Helping California employees fight wrongful termination, unpaid wages, and workplace violations. Know your rights.

29/09/2026

Automated management" is spreading fast — software that scores your productivity, flags you as a "risk," and feeds those numbers into discipline and termination decisions. In California, employers using these systems must retain the underlying data, and that data can't legally discriminate against you based on a protected characteristic. Here's the part that matters: those scores and flags are often the exact evidence that a "performance" firing was really retaliation or discrimination. If an algorithm decided you were the problem, the numbers behind it are worth a look. 📍 CA workers.

25/09/2026

Wages are moving — but the real question is whether your employer is even paying the legal minimum where you work. 💸⚖️

Before you decide whether to stay or leave, check your city, your industry, and your pay stub. If the numbers don’t match, that’s not just low pay — that could be a wage claim. 🚩

Follow .employmentlaw so you never have to guess what you’re owed.

19/09/2026

🚨 Is your employer recording you without telling you?

In California, private conversations generally can’t be secretly recorded when the people involved reasonably expect the conversation to be confidential.

That could include:
📱 A conversation with your boss
💻 A recorded Zoom meeting
🎙️ A phone recording you didn’t know about
📹 Surveillance in areas where privacy is reasonably expected

Workplace cameras aren’t automatically illegal — the details matter, including where the camera is located, whether audio is being captured, and whether you were notified.

If you discovered a camera or learned that a private conversation was recorded without your knowledge, document what you found.

📩 DM “RECORDED” and tell us what happened.

JAG Employment Law
⚖️ Protecting California employees.

This content is for informational purposes only and does not constitute legal advice. Viewing or interacting with this post does not create an attorney-client relationship.

17/09/2026

Automated management” is spreading fast — software that scores your productivity, flags you as a “risk,” and feeds those numbers into discipline and termination decisions. In California, employers using these systems must retain the underlying data, and that data can’t legally discriminate against you based on a protected characteristic. Here’s the part that matters: those scores and flags are often the exact evidence that a “performance” firing was really retaliation or discrimination. If an algorithm decided you were the problem, the numbers behind it are worth a look.

14/09/2026

AI can’t be used as a quiet shortcut around your rights. ⚖️🤖

If a hiring tool screened you out, save the posting, screenshot the test, and don’t assume the rejection was legal.

12/09/2026

Unfair doesn’t always mean illegal — and that’s where people get confused. ⚖️

Your boss can be rude. They can play favorites. They can pass you over.

But if you were fired, demoted, written up, or suddenly “underperforming” right after taking medical leave, filing workers’ comp, or reporting something illegal — that’s different. 🚩

Timing matters. Protected activity matters. Documentation matters.

If something happened right after you spoke up, don’t brush it off. That may be more than unfair.

11/09/2026

Today we pause to remember September 11 and honor the lives lost, the families affected, and the courage shown in the face of tragedy.

#911

09/09/2026

A layoff can be legal — doing it in secret is not. Under California’s WARN Act, employers with 75+ employees who lay off 50 or more people owe you 60 days of advance written notice. If they skipped it or cut it short, the law says they owe you back pay and benefits for every day of notice you didn’t get — up to 60. Save your layoff paperwork and the date.

08/09/2026

Your boss can call it a “company-wide policy.”

But if the return-to-office mandate suddenly appears after you requested an accommodation, came back from leave, or raised a protected concern — start documenting.

Dates matter. Exceptions matter. Selective enforcement matters.

If Becky gets to stay remote but you’re being forced back after speaking up, that may not be policy.

That may be retaliation.

Save the emails. Screenshot the messages. Write down who got exceptions.

07/09/2026

Happy Labor Day!

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