Employment Claims
California employees have powerful legal protections. When employers violate those rights, Eagan Law fights back — aggressively and effectively.
California has some of the strongest worker protection laws in the nation — yet employers routinely violate them.
Whether you have been wrongfully terminated, subjected to harassment, discriminated against or cheated out of wages, Todd Eagan brings two decades of litigation experience to fight for the full compensation you deserve.
At Eagan Law, Todd personally handles every employment case and is directly involved at every stage of the matter.
Todd Eagan Handles Every Case Personally
Todd Eagan is personally involved in your matter from the initial consultation through final resolution.
20+ Years of High-Stakes Litigation
Former partner at Lavely & Singer. Super Lawyer of Southern California every year from 2016 through 2026.
California's Strongest Worker Protections
FEHA provides broader protections than federal law — including lower employer thresholds, longer deadlines and stronger remedies including attorney's fees.
Employment Practice Areas
Wrongful Termination
California is an at-will state — but that does not mean employers can fire you for any reason. Terminations that violate public policy, breach a contract or are motivated by discrimination or retaliation are unlawful.
- Retaliation for reporting illegal conduct (whistleblower)
- Termination after filing a workers' compensation claim
- Firing based on race, gender, age, disability or religion
- Termination for taking protected leave (CFRA, FMLA, pregnancy)
- Breach of implied employment contract
Workplace Discrimination
FEHA and federal Title VII prohibit discrimination based on protected characteristics. California law covers employers with 5 or more employees — broader than federal law — and provides powerful remedies.
- Race, ethnicity and national origin
- Sex and gender discrimination
- Age discrimination (40 and older)
- Disability discrimination and failure to accommodate
- Pregnancy and family status
- Sexual orientation and gender identity
Sexual Harassment
Both quid pro quo harassment and hostile work environment claims are actionable under California and federal law. Todd Eagan handles these sensitive matters with discretion and tenacity.
- Quid pro quo harassment (conditioning employment on sexual favors)
- Hostile work environment claims
- Harassment by supervisors, coworkers or third parties
- Claims against employers who failed to prevent or correct harassment
Wage & Hour Violations
California employers frequently violate wage laws — sometimes through deliberate policy, sometimes through misclassification. Eagan Law pursues full recovery including waiting time penalties.
- Unpaid overtime and minimum wage violations
- Meal and rest break violations
- Misclassification as independent contractor
- Unpaid commissions and bonuses
- Waiting time penalties under Labor Code § 203
- Failure to reimburse business expenses
Executive Severance
A severance agreement is more than a final paycheck — it is a complex legal document containing general releases, restrictive covenants and non-disparagement obligations. Eagan Law scrutinizes every termination notice and negotiates comprehensive exits for senior executives and entertainment professionals.
Explore this practice area →The Representation You Deserve
Employers have HR departments, in-house counsel and outside law firms working to protect their interests. You deserve representation with equal experience and a personal investment in your outcome.
Personal Representation From Todd Eagan
Every employment case at Eagan Law is handled personally by Todd Eagan. You work directly with the attorney at every stage.
20+ Years of High-Stakes Litigation Experience
Former partner at Lavely & Singer, one of LA's most respected litigation firms. Recognized as a Super Lawyer every year from 2016 through 2026.
Deep Knowledge of California Employment Law
FEHA, the California Labor Code, the CFRA, FMLA and federal Title VII — Todd knows the full landscape of California worker protections and how to use them.
Admitted in State and Federal Courts
Admitted to the State Bar of California, State Bar of New York, U.S. District Courts for the Central and Northern Districts of California and the Northern and Southern Districts of New York and the U.S. Courts of Appeals for the Ninth and Tenth Circuits.
The Administrative Process
Most California employment discrimination and harassment claims require filing a complaint with the California Civil Rights Department (CRD, formerly DFEH) and obtaining a Right to Sue notice before filing a lawsuit in court. Federal claims require a charge filed with the EEOC.
This administrative process involves strict deadlines, strategic decisions about what to allege and an investigation that can affect the eventual litigation. Todd Eagan guides clients through this process carefully — preserving all rights and positioning the matter for the strongest possible outcome in court.
Deadline Warning: FEHA claims must generally be filed with the CRD within three years of the unlawful act. Federal Title VII charges must be filed with the EEOC within 300 days. Missing these deadlines can permanently forfeit your rights — contact Eagan Law as soon as possible.
Frequently Asked Questions
Can I sue for wrongful termination in California even though it's an at-will state?
Yes. Although California is an at-will employment state, terminations that violate public policy, anti-discrimination statutes or constitute illegal retaliation are unlawful. Common grounds include being fired for reporting illegal conduct, taking protected leave or being discriminated against based on a protected characteristic such as race, gender, age or disability.
How long do I have to file an employment claim in California?
Most employment discrimination and harassment claims under FEHA must first be filed with the California Civil Rights Department (CRD) within three years of the unlawful act. Federal claims under Title VII generally require an EEOC charge within 300 days. Wage and hour claims have separate deadlines. Contact an employment attorney as soon as possible — deadlines are strict and missing them can forfeit your rights.
What is the difference between wrongful termination and at-will employment?
At-will employment means an employer can generally terminate an employee for any reason or no reason — but not for an illegal reason. Illegal reasons include discrimination based on race, sex, age, disability, religion, national origin or sexual orientation; retaliation for protected activity; or termination in violation of an employment contract or public policy. If your termination had an unlawful motive, you may have a wrongful termination claim regardless of your at-will status.
What damages can I recover in a California employment case?
In a successful California employment case, you may recover lost wages (back pay and front pay), emotional distress damages, attorney's fees and costs and — in cases of malicious or oppressive conduct — punitive damages. The California Fair Employment and Housing Act (FEHA) and Labor Code provide among the strongest remedies available to workers anywhere in the United States.
Do I need to file with the DFEH or EEOC before suing my employer?
For most discrimination, harassment and retaliation claims under FEHA, yes — you must first obtain a Right to Sue notice from the California Civil Rights Department (CRD, formerly DFEH) before filing suit in court. For federal claims, you must file a charge with the EEOC. Todd Eagan guides clients through this administrative process efficiently to preserve all rights and deadlines.