What People Say About Us

I was referred to Galen Shimoda for representation in an employment case after being fired from my job. I was immediately put at ease after our first meeting. Galen is very professional, confident, and straightforward with his work. My wife and I had minimal stress knowing that our case was in his hands. We were very pleased with the outcome, and will continue to refer friends and family to Galen.”
When I made an appointment with your office to ask an employment related question, I walked out of your office with information regarding the law in CA that I was not aware of and ended up with a substantial settlement . . . you recognized an employment situation that had been occurring for 13 yrs that was unlawful in the State of California. I was astonished and very pleased with the outcome! Throughout the process, you and your staff treated me extremely special and always professional and caring.

Discrimination/General Employment

Work Discrimination
  • Employees sometimes experience discrimination in the workplace. In California, it is unlawful for an employer to discriminate an employee because of his or her race, religion, national origin, disability, sex, gender, or age, among other reasons. For example, if an employer says to an employee, “You are getting too old. You should retire,” and the employee is then fired unexpectedly, this may be a case of age discrimination. However, each case is different and you should contact our office to speak with an attorney regarding your specific situation.


  • Retaliation
  • An employee may be unlawfully discriminated or retaliated against because of engaging in conduct that is protected under the law. Unlawful retaliation includes being terminated or demoted for seeking unemployment benefits, asking for wages owed, using sick leave, or for being a victim of domestic violence. Some of these practices may constitute unlawful work retaliation. If you believe you may have been discriminated, contact the Shimoda Law Corp. to receive advice regarding your particular situation.


  • Sexual Harassment
  • Harassment based on sex within the workplace is taken very serious in California. Supervisors or co-workers may make unwelcome sexual advances, requests for sexual favors, or may experience other verbal or physical harassment of a sexual nature toward the employee. At times, preferential treatment may also lead to a hostile or offensive work environment. Courts and the Legislature have recognized the significance of protecting employees from sexual harassment by authorizing lawsuits against the individual harasser and creating strict liability against companies. The Shimoda Law Corp. has handled a number of these cases successfully.


  • USERRA/Military Discrimination
  • Military duty is a highly regarded calling, especially in the realm of employment law. Employees who are called to duty or voluntarily enlist are entitled to several protections, including reinstatement to the position they would have attained had they not gone to perform military duty. Our office will help you make sure that your service is given proper consideration and fight against any retaliatory treatment that you may have encountered as a result of your military service.


  • FMLA/CFRA
  • The Family and Medical Leave Act (FMLA) and its California counterpart, the California Family Rights Act (CFRA) provide certain eligible employees with up to 12 weeks of unpaid, job-protected leave per year. It also requires that group health benefits be maintained during the leave. If eligible, an employee can take leave for his or her own serious health condition or to care for specified family members with serious health conditions, as well as for the birth of a child and to care for a newborn child, or because of an adoption or the placement of a foster care child with the employee. Employers have certain notice obligations as well. If you have a question about laws protecting certain leaves of absence, please contact the Shimoda Law Corp.


  • Pregnancy Discrimination
  • Discrimination on the basis of pregnancy, childbirth, or related medical conditions is treated as unlawful sex discrimination under federal and state law. In some situations, pregnant employees are treated less favorably than similarly situated employees who are not pregnant. If an employer knows that an employee is pregnant and the employer intentionally discriminates against such employee, such employee may have a case of unlawful pregnancy discrimination. If you have a question about pregnancy discrimination, please contact the Shimoda Law Corp.


  • Failure to Accommodate a Disability/Failure to Engage in the Interactive Process
  • Employees sometimes suffer from certain medical conditions that affect their ability to perform life activities, including their jobs. These medical conditions may constitute “disabilities,” as defined under state and federal laws, and impose certain obligations on the employer, and the employee as well. For instance, state and federal laws require employers to engage in open dialogue with an employee who suffers from a disability. The employee must be capable of performing the job and the accommodation must not impose an undue hardship on the operation of the business. If you have a question about your particular situation, please contact the Shimoda Law Corp.


  • Wrongful Termination
  • Most employees are at-will employees. This means that employees can be fired for any reason or no reason at all, so long as it is not for a discriminatory reason. An employer cannot terminate an employee due to that employee’s race, religion, age, sex, disability, marital status, or other protected categories.

    In addition, employers cannot discriminate against an employee when doing so would violate a state public policy. In California, employees are protected when they disclose unlawful activities in their place of employment to government entities, when they report elder abuse, when they apply for state benefits that they are entitled to (such as unemployment), or when they are victims of violence, just to name a few. If you are concerned that you were wrongfully terminated, please contact the Shimoda Law Corp.


  • Whistleblowers/Labor Code Section 1102.5
  • Employers sometimes engage in activities that an employee has reason to believe is in violation of state or federal law. At times, employees will disclose the illegal or thought-to-be illegal activities to government officials or agencies. In other instances, an employee may refuse to participate in activities that they believe to be a violation of the law. In these instances, an employee may be protected from retaliation for disclosing illegal activities to a government or a law enforcement agency. The Shimoda Law Corp. can assist you in determining whether you may have a claim for wrongful termination or retaliation.


  • Defamation
  • Words can cause damage, including what is said in the work place. Allegations that an employee engaged in criminal or sexual conduct can destroy a person’s business reputation. Our firm will help you to ensure that your work reputation does not become tarnished because of untrue, slanderous statements that have been made against you by a co-worker or supervisor.


  • Fraud
  • Words can cause damage, including what is said in the work place. Allegations that an employee engaged in criminal or sexual conduct can destroy a person’s business reputation. Our firm will help you to ensure that your work reputation does not become tarnished because of untrue, slanderous statements that have been made against you by a co-worker or supervisor.


  • Unemployment
  • Employees who lose their employment through no fault of their own may apply for unemployment benefits. There are certain eligibility requirements that a former employee must meet. If the Employment Development Department makes a determination that an employee is not entitled to such benefits, the employee may appeal the determination, but must do so in a timely manner. Attorneys at the Shimoda Law Corp. have represented employees in such appeal hearings successfully. If you have a question about the eligibility criteria or need help with your unemployment benefits, please contact our firm.


  • Education Employment Law
  • The Shimoda Law Corp. also has experience representing employees against school districts, including classified, certificated, and administration level employees. Many of the employment laws equally apply to school districts.


  •