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Case Review
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Case Review
Consultations are FREE! No fees unless we win your case.
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Case Review
Consultations are FREE! No fees unless we win your case.
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"Best firm since the day my case started they always kept in touch and gave me updates on my case they got me a good settlement. I’m very happy with them."
– Gabriela Fonseca
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"Pouya handled my case professionally and attentively. He kept me updated every step of the way and fought hard on my behalf. I was comfortable having him as my attorney and would definitely recommend him in the future. Thank you Chami Law and team!"
– Mona Shekarchi
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"Definitely a great lawyer. He helped me to resolve my case, an excellent work he did as lawyer, and for representing in my case. I really appreciate all his hard work and effort, I would recommend him to anyone. 100%."
– Patty Tinajero
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OUR BLOG
22 July 2025
At Chami Law , we believe every employee deserves to work in an environment free from discrimination - including age discrimination. If you're 40 years or older and feel you've been treated unfairly at work due to your age, California law offers you robust protections. This article will help you understand your rights, how to identify age discrimination, how to protect yourself, and what to do if you think your rights have been violated. What Is Age Discrimination? Age discrimination occurs when an employee or job applicant is treated less favorably because of their age - most commonly when they are 40 or older. This could manifest in hiring decisions, promotions, layoffs, pay, job assignments, or access to training. Age discrimination is illegal under both federal and California law , including: California Fair Employment and Housing Act (FEHA) - California Government Code §12940(a): Prohibits employers with five or more employees from discriminating based on age (40+). Federal Age Discrimination in Employment Act (ADEA) - Protects individuals age 40 and older from discrimination at companies with 20+ employees. California Labor Code §1102.5 - Protects employees who report unlawful or unethical behavior, including age discrimination, from retaliation. Examples of Age Discrimination Age discrimination can be subtle or overt. Some common signs include: Repeated comments or jokes about your age or retirement. Being passed over for promotions or high-profile projects in favor of younger employees with less experience. Sudden negative performance reviews after years of strong work. Unfair discipline or termination while younger coworkers are treated more leniently. Hiring managers expressing a desire for a "young, energetic" team. Pressure to retire or being excluded from training opportunities. Remember, you do not have to be fired to have a valid claim . Demotions, harassment, poor treatment, or being overlooked for opportunities can all be forms of age discrimination. How to Protect Yourself If you suspect age discrimination, here are steps you can take: Document Everything : Keep a written record of discriminatory comments, actions, dates, and witnesses. Review Company Policies : Familiarize yourself with your employer's anti-discrimination and complaint procedures. Speak Up : If you feel comfortable, raise your concerns with HR or management in writing. File a Complaint Internally : Follow internal grievance procedures. This shows good faith and builds a record. File a Government Complaint : You may file a complaint with the California Civil Rights Department (CRD) or the Equal Employment Opportunity Commission (EEOC). These agencies investigate and can issue a "right to sue" letter. Contact a Lawyer Early : Even before making a complaint, it's wise to speak with an attorney to protect your rights and strategy. Retaliation Is Also Illegal If you report age discrimination, your employer cannot legally retaliate against you . This includes demotions, harassment, termination, or any adverse employment action because you raised a concern. Under Labor Code §1102.5 , you are protected from retaliation for reporting violations of the law. How Chami Law Can Help At Chami Law, we specialize in employment law, including age discrimination, retaliation, and wrongful termination. We understand the emotional and financial toll that workplace discrimination can cause - and we're here to support you every step of the way. You don't need to be fired to have a case. We help you evaluate your options before taking any action. There's no obligation to speak with us - just a confidential, free consultation. We've represented clients across industries who were overlooked, mistreated, or unfairly pushed out because of their age.  You Deserve to Be Treated Fairly No one should be judged or devalued because of their age. Whether you're exploring your options or ready to take action, Chami Law is here to guide you . Contact us today for a free and confidential consultation.
3 June 2025
If you’re considering blowing the whistle on misconduct at your job, it’s crucial to understand your rights, the relevant laws - including California Labor Code 1102.5 - and how to protect yourself throughout the process. At Chami Law, we’re here to guide you through every step and help you evaluate your options with no obligation.
1 February 2025
At Chami Law, we’ve seen firsthand how difficult it can be for employees to speak out about harassment or wrongdoing in the workplace. Taking action can feel daunting, especially when you fear retaliation or being labeled a “problem employee.” However, it’s crucial to protect yourself and ensure your concerns are addressed properly. Here’s what we recommend to anyone experiencing harassment or unfair treatment at work: The first thing we tell all our clients—and we emphasize this to anyone who comes to us with a workplace complaint—is to make sure they complain. That they are expressing their concerns to the right people, like human resources or their manager in writing. Ideally, this should be done via email or another method that creates a timestamped record. Clearly state what is happening, why you believe it’s wrong, and that you want it to stop. Unfortunately, the problem is that a lot of people hesitate to document their concerns because they don’t want to “rock the boat” or be considered the “problem employee,” who’s unwanted in the workplace. But the truth is, failing to speak up can weaken your case if things escalate later. A lot times we see situations where an employee lets the behavior continue unchecked, and when they finally do complain—sometimes after receiving a write-up or other disciplinary action—the employer tries to claim the complaint is retaliatory or dishonest. So, it’s best for someone if they can and feel strongly enough about it to document their concerns early and to the right people to protect them from these kinds of tactics. Now, let’s say you do take this step: you send a written complaint to HR or your manager, and their response is dismissive—something like, “There’s no evidence this happened.” What’s next? At this point, it’s time to get a lawyer involved. You’ve already put the company on notice about your concerns, documented the actions you’ve experienced, and provided details about when they occurred. If the company still refuses to take action, it’s important to reach out to a competent attorney for assistance. As you move forward, keep a close eye on how your work environment changes. Are they reducing your hours, criticizing your work more often, or giving you undesirable assignments? Have they demoted, suspended, or otherwise retaliated against you? If you notice any of these adverse actions, it’s likely the company is not following the law, and that’s where we come in. We’ll step in, send them a formal letter, file administrative complaints, and hold them accountable. Our goal is to make it clear where they’ve broken the law and push for justice. If the situation escalates to the point where you’re terminated, we can take further action to ensure you’re compensated for the harm you’ve suffered. Standing up to harassment or unfair treatment is never easy, but with the right documentation and support, you can protect yourself and hold employers accountable for their actions. At Chami Law, we’re here to help you every step of the way.
OUR BLOG
22 July 2025
At Chami Law , we believe every employee deserves to work in an environment free from discrimination - including age discrimination. If you're 40 years or older and feel you've been treated unfairly at work due to your age, California law offers you robust protections. This article will help you understand your rights, how to identify age discrimination, how to protect yourself, and what to do if you think your rights have been violated. What Is Age Discrimination? Age discrimination occurs when an employee or job applicant is treated less favorably because of their age - most commonly when they are 40 or older. This could manifest in hiring decisions, promotions, layoffs, pay, job assignments, or access to training. Age discrimination is illegal under both federal and California law , including: California Fair Employment and Housing Act (FEHA) - California Government Code §12940(a): Prohibits employers with five or more employees from discriminating based on age (40+). Federal Age Discrimination in Employment Act (ADEA) - Protects individuals age 40 and older from discrimination at companies with 20+ employees. California Labor Code §1102.5 - Protects employees who report unlawful or unethical behavior, including age discrimination, from retaliation. Examples of Age Discrimination Age discrimination can be subtle or overt. Some common signs include: Repeated comments or jokes about your age or retirement. Being passed over for promotions or high-profile projects in favor of younger employees with less experience. Sudden negative performance reviews after years of strong work. Unfair discipline or termination while younger coworkers are treated more leniently. Hiring managers expressing a desire for a "young, energetic" team. Pressure to retire or being excluded from training opportunities. Remember, you do not have to be fired to have a valid claim . Demotions, harassment, poor treatment, or being overlooked for opportunities can all be forms of age discrimination. How to Protect Yourself If you suspect age discrimination, here are steps you can take: Document Everything : Keep a written record of discriminatory comments, actions, dates, and witnesses. Review Company Policies : Familiarize yourself with your employer's anti-discrimination and complaint procedures. Speak Up : If you feel comfortable, raise your concerns with HR or management in writing. File a Complaint Internally : Follow internal grievance procedures. This shows good faith and builds a record. File a Government Complaint : You may file a complaint with the California Civil Rights Department (CRD) or the Equal Employment Opportunity Commission (EEOC). These agencies investigate and can issue a "right to sue" letter. Contact a Lawyer Early : Even before making a complaint, it's wise to speak with an attorney to protect your rights and strategy. Retaliation Is Also Illegal If you report age discrimination, your employer cannot legally retaliate against you . This includes demotions, harassment, termination, or any adverse employment action because you raised a concern. Under Labor Code §1102.5 , you are protected from retaliation for reporting violations of the law. How Chami Law Can Help At Chami Law, we specialize in employment law, including age discrimination, retaliation, and wrongful termination. We understand the emotional and financial toll that workplace discrimination can cause - and we're here to support you every step of the way. You don't need to be fired to have a case. We help you evaluate your options before taking any action. There's no obligation to speak with us - just a confidential, free consultation. We've represented clients across industries who were overlooked, mistreated, or unfairly pushed out because of their age.  You Deserve to Be Treated Fairly No one should be judged or devalued because of their age. Whether you're exploring your options or ready to take action, Chami Law is here to guide you . Contact us today for a free and confidential consultation.
3 June 2025
If you’re considering blowing the whistle on misconduct at your job, it’s crucial to understand your rights, the relevant laws - including California Labor Code 1102.5 - and how to protect yourself throughout the process. At Chami Law, we’re here to guide you through every step and help you evaluate your options with no obligation.
1 February 2025
At Chami Law, we’ve seen firsthand how difficult it can be for employees to speak out about harassment or wrongdoing in the workplace. Taking action can feel daunting, especially when you fear retaliation or being labeled a “problem employee.” However, it’s crucial to protect yourself and ensure your concerns are addressed properly. Here’s what we recommend to anyone experiencing harassment or unfair treatment at work: The first thing we tell all our clients—and we emphasize this to anyone who comes to us with a workplace complaint—is to make sure they complain. That they are expressing their concerns to the right people, like human resources or their manager in writing. Ideally, this should be done via email or another method that creates a timestamped record. Clearly state what is happening, why you believe it’s wrong, and that you want it to stop. Unfortunately, the problem is that a lot of people hesitate to document their concerns because they don’t want to “rock the boat” or be considered the “problem employee,” who’s unwanted in the workplace. But the truth is, failing to speak up can weaken your case if things escalate later. A lot times we see situations where an employee lets the behavior continue unchecked, and when they finally do complain—sometimes after receiving a write-up or other disciplinary action—the employer tries to claim the complaint is retaliatory or dishonest. So, it’s best for someone if they can and feel strongly enough about it to document their concerns early and to the right people to protect them from these kinds of tactics. Now, let’s say you do take this step: you send a written complaint to HR or your manager, and their response is dismissive—something like, “There’s no evidence this happened.” What’s next? At this point, it’s time to get a lawyer involved. You’ve already put the company on notice about your concerns, documented the actions you’ve experienced, and provided details about when they occurred. If the company still refuses to take action, it’s important to reach out to a competent attorney for assistance. As you move forward, keep a close eye on how your work environment changes. Are they reducing your hours, criticizing your work more often, or giving you undesirable assignments? Have they demoted, suspended, or otherwise retaliated against you? If you notice any of these adverse actions, it’s likely the company is not following the law, and that’s where we come in. We’ll step in, send them a formal letter, file administrative complaints, and hold them accountable. Our goal is to make it clear where they’ve broken the law and push for justice. If the situation escalates to the point where you’re terminated, we can take further action to ensure you’re compensated for the harm you’ve suffered. Standing up to harassment or unfair treatment is never easy, but with the right documentation and support, you can protect yourself and hold employers accountable for their actions. At Chami Law, we’re here to help you every step of the way.
Contact Us
Consultations are FREE! No fees unless we win your case.
Contact Us
Thank you for contacting us.
We will get back to you as soon as possible.
We will get back to you as soon as possible.
Oops, there was an error sending your message.
Please try again later.
Please try again later.
