Advocating For Employees & Injured Workers
Located in Los Angeles County, Law Office of Joseph Lee is a boutique law office that provides legal services to employees, job applicants and injured workers. Prior to starting his own practice, Joseph acquired extensive litigation experience while working for some of the most distinguished and reputable law firms in Southern California. His practice area focuses on workers' compensation, employment law including discrimination and whistleblower causes of action, and class actions relating to employment background check reports.
Joseph’s philosophy in representing his clients is to provide quality and trustworthy legal service. In turn, he expects his clients to be honest. Once Joseph decides to take on a case, he fights zealously for his clients under the rules of the adversary system while being attentive to the client's concerns and questions. Joseph does not puff up a case to persuade a potential client to hire him. Instead, Joseph really takes his time during the initial consultation to listen to the potential client, and thoroughly explains his/her rights, risks and challenges of litigation, and its practical implications.
Call to set up a consultation, or email the office at firstname.lastname@example.org to enquire whether our services are right for you.
Areas of Practice
Whether someone works in construction, retail, restaurant, or in an office, injuries can occur from a specific event or as a result of continuous exposure to physical and/or mental demands of the job.
The purpose of workers' compensation is to ensure that a worker who is injured in the course of employment, (regardless of fault of any party in most cases), will have adequate compensation while the worker is unable to work, and will be provided with medical treatment that is reasonably required to cure and relieve him or her from the effects of the injury.
In California, if you have a work related injury, the workers' compensation law provides medical care for employees and, in most cases, provides benefits while the injured worker is recovering from the injury and after the recovery. In order to ensure coverage for employees, California law requires that employers carry workers' compensation insurance or be self insured.
EMPLOYMENT BACKGROUND CHECK REPORT ERRORS
In a digital age when information about job applicants and employees are swiftly compiled from numerous databases, regulations to ensure the accuracy of these employment background check reports is crucial. Under the Fair Credit Reporting Act, background check companies are required to use reasonable procedures to assure maximum possible accuracy when procuring employment background check reports. In addition, employers are required to obtain authorization and give notice in a stand alone document consisting of only of the disclosure, before procuring a background check report for employment purposes. Furthermore, when using information in the background check report to take negative action against employees or job applicants, employers must timely provide pre-adverse action notices and adverse action notices.
EMPLOYMENT DISCRIMINATION & WHISTLEBLOWER RETALIATION
In California, although employment is generally considered to be "at will", there are many exceptions to this rule. The way employers and employees interact can be subject to both Federal and California discrimination laws. Generally, California discrimination laws under the Fair Employment Housing Act provides greater protection for employees and job applicants against discrimination. However, each case must be evaluated on a case by case.
Retaliation against employees who report reasonable suspicions about violations of law or regulations, and retaliation against employees who refuse to participate in violations of law or regulations, are prohibited. California has several whistleblower protection laws including but not limited to Labor Code Section 1102.5 which not only protects employees who report violations of law or regulations to government or law enforcement agencies, but also employees who report violations internally to a person with authority over the employee, to another employee with the authority to investigate, discover, or correct the reported violation, or externally to any public body conducting an investigation, hearing, or inquiry.
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