EEOC Attorney in Los Angeles

Employee-Only EEOC Representation Backed by a $41.5 Million Verdict

Filing an EEOC charge is often the mandatory first step before a federal workplace discrimination lawsuit can proceed. Los Angeles employees face a 300-day filing deadline, and a single documentation error in the initial charge can limit available remedies. At Southern California Labor Law Group PC, we represent employees only, not employers, and we bring that focus to every EEOC matter we handle.

Our firm secured a $41.5 million employment verdict, recognized by the Daily Journal as the largest employment verdict in the country in 2023. Partners Michael Zelman and Taylor Prainito lead our team, and clients receive a tailored legal strategy built around their specific circumstances, not a template.

Why Los Angeles Employees Choose Us for EEOC Claims

Workplace discrimination and harassment cases are sensitive by nature. We handle them with precision and discretion. Our employee-only practice means we haven’t been in the position of defending the conduct we’re fighting against, and that focus shapes how we build every case.

Compensation discrimination looks different from disability-related discharge, and a hostile work environment claim requires different documentation than a retaliation claim following a whistleblower complaint. We build each strategy around what your situation actually requires. We also return client questions with urgency because we understand the workplace situations our clients are living through while their cases develop.

EEOC Claims We Handle for Los Angeles Workers

The EEOC investigates discrimination across all phases of employment, including hiring, compensation, promotion, benefits, and termination. Protected classes under federal law include race, color, religion, sex, national origin, age (40 and older), disability, and genetic information. We handle the full range of claims that arise from violations of these protections.

• Discrimination claims: Age, race, religion, gender, disability, and pregnancy discrimination in any employment context
• Sexual harassment and hostile work environment: Unwelcome conduct that creates an abusive or intimidating workplace
• Retaliation: Adverse action against employees who report discrimination, file charges, or participate in investigations, including whistleblower retaliation
• Wrongful termination: Termination connected to protected class status or protected activity
• FMLA and disability-related violations: Interference with leave rights or failure to provide required accommodations

The EEOC Filing Process for Los Angeles Employees

California employees have 300 days from the date of the discriminatory act to file a charge with the EEOC. A charge can be filed online through the EEOC Public Portal, by mail, or in person at the EEOC’s Los Angeles District Office at the Roybal Federal Building. An appointment is strongly recommended for in-person filings. Errors or incomplete documentation in the initial charge can limit available remedies, which is why accurate preparation matters from the start.

Once the charge is filed, the EEOC notifies the employer and may offer voluntary mediation as an early-resolution option. If mediation doesn’t resolve the matter, the EEOC conducts an investigation. When the investigation concludes without a resolution, the EEOC issues a right-to-sue letter giving the employee the right to file a federal lawsuit, generally within 90 days of receiving it. An employee may also request an early right-to-sue letter after 180 days have passed since the charge was submitted without a resolution.

EEOC vs. California FEHA: Evaluating Both Paths

Los Angeles employees aren’t limited to the federal EEOC pathway. California’s Fair Employment and Housing Act (FEHA), enforced by the California Civil Rights Department (CRD, formerly the DFEH), covers employers with five or more employees. The EEOC generally covers employers with 15 or more employees (20 for age discrimination claims under the Age Discrimination in Employment Act). That gap means many Los Angeles employers fall outside EEOC jurisdiction but remain fully subject to FEHA.

The two systems operate under a dual-filing worksharing agreement, so a charge filed with one agency is typically cross-filed with the other, preserving rights under both simultaneously. California’s FEHA frequently provides broader protections and a wider range of protected characteristics than federal law. Some claims can be pursued through both systems depending on employer size and the conduct at issue. We evaluate both routes for every client to determine which path, or combination of paths, may best fit their circumstances.

Start with a Free Consultation

EEOC deadlines are strict and can’t be recovered once missed. If you’re a Los Angeles employee who has experienced workplace discrimination, harassment, or retaliation, speaking with our team early can help protect your options. We represent clients across all industries throughout Los Angeles, and there is no cost to an initial consultation.