Straight answers to the questions we hear most. Every case is different, so these answers are general information, not legal advice for your situation. For advice about your case, call (818) 904-0100 for a free consultation.
In most cases, two years from the date of the injury (California Code of Civil Procedure section 335.1). Some deadlines are much shorter. If a city, county, state agency, or other public entity was involved, you generally must file a written claim within six months (Government Code section 911.2). Talk to a lawyer early so you don't lose your right to recover.
You can still recover compensation. California follows pure comparative negligence, which means your compensation is reduced by your share of fault. If you were 20% at fault, you can recover 80% of your damages.
Get medical care, call the police if anyone is hurt, take photos of the vehicles and the scene, and get the other driver's name, license, and insurance information. Get contact information from witnesses. California also requires you to report the accident to the DMV within 10 days if anyone was injured or killed or property damage was over $1,000 (Form SR-1). Avoid giving a recorded statement to the other driver's insurance company before you talk to a lawyer.
You are not required to give the other driver's insurer a recorded statement. Their adjuster's job is to pay as little as possible, and what you say can be used to reduce your claim. You should notify your own insurance company, because your policy likely requires it.
Your own uninsured or underinsured motorist (UM/UIM) coverage may pay for your injuries, if you have it. California insurers must offer this coverage, and many drivers have it without realizing. Since January 1, 2025, California's minimum liability coverage is $30,000 per person and $60,000 per accident for injuries, which often isn't enough for a serious injury.
It depends on what the rideshare driver was doing. While a driver is carrying a passenger or on the way to pick one up, California requires the rideshare company's coverage to provide at least $1 million in liability coverage. When the app is on but the driver hasn't accepted a ride, lower limits apply. If the driver's app was off, the driver's personal insurance usually applies.
Usually, yes. Under California Civil Code section 3342, a dog owner is liable for bite injuries in a public place or when the victim is lawfully on private property, even if the dog never bit anyone before. This is called strict liability.
Possibly. Property owners and businesses must keep their property reasonably safe. To recover, you generally need to show the owner knew or should have known about the hazard and failed to fix it or warn you. Photos of the hazard and witness names are very important.
It depends on your medical bills, lost income, future care, and the pain and disruption the injury caused, as well as the available insurance. No honest lawyer can give you a number in the first phone call. We can explain what goes into a case's value once we review your records.
Many cases settle within several months to a year after medical treatment is finished. Cases that go to litigation can take longer. We generally recommend not settling until you and your doctors understand the full extent of your injuries.
Most personal injury cases settle without a trial. We prepare every case as if it could go to trial, because insurance companies make better offers when they know a lawyer is ready.
California gives workers some of the strongest protections in the country. These answers are general information, not legal advice for your situation. For advice about your job, call (818) 904-0100 for a free consultation.
No. At-will (California Labor Code section 2922) means an employer can fire you without a reason, but not for an illegal reason. It is illegal to fire someone because of discrimination, for reporting harassment or illegal activity, for taking protected medical or family leave, or for complaining about unpaid wages.
Firing you for an illegal reason, such as discrimination, retaliation, taking protected leave, refusing to break the law, or reporting a violation. Firing in breach of a written or implied employment contract can also be wrongful.
Treating an employee or applicant worse because of a protected characteristic. California's Fair Employment and Housing Act (FEHA) protects race, color, religion, national origin, ancestry, sex, gender, gender identity and expression, sexual orientation, age (40 and over), physical or mental disability, medical condition, genetic information, marital status, military or veteran status, pregnancy, and other categories. FEHA's discrimination rules apply to employers with five or more employees.
Unwelcome sexual advances, requests for sexual favors, or other conduct of a sexual nature, or harassment because of sex or gender. It can be a demand tied to your job ("quid pro quo") or conduct that creates a hostile work environment. In California, harassment protections apply to employers of any size, even one employee.
No. California law prohibits retaliation against employees who report harassment or discrimination, complain about unpaid wages, report safety problems, or report what they reasonably believe is a violation of law (including under Labor Code section 1102.5 and FEHA).
Most non-exempt employees must receive a 30-minute unpaid, duty-free meal break that starts before the end of the fifth hour of work, and a paid 10-minute rest break for every four hours worked or major fraction of four hours. If your employer doesn't provide a compliant break, it owes you one extra hour of pay at your regular rate for each workday a meal break is missed and one for each workday a rest break is missed.
If you are fired, all final wages are due immediately at the time of termination. If you quit with at least 72 hours' notice, they are due on your last day. If you quit without notice, they are due within 72 hours. An employer that willfully pays late can owe a penalty of up to 30 days of wages (Labor Code sections 201 to 203).
Generally three years for claims under the Labor Code, and up to four years in some cases when the claim is brought under California's Unfair Competition Law. Time matters, because every month you wait, older wages can fall outside the deadline.
For discrimination, harassment, and retaliation claims under FEHA, yes. You generally must file a complaint with the California Civil Rights Department (CRD) within three years and obtain a "right-to-sue" notice. You then have one year from that notice to file a lawsuit. We can handle this step for you.
No. The California Family Rights Act (CFRA) gives eligible employees of employers with five or more employees up to 12 weeks of job-protected leave for their own serious health condition, a family member's, or bonding with a new child. Eligibility generally requires 12 months of employment and 1,250 hours worked in the past year. Pregnancy Disability Leave provides up to four months for pregnancy-related disability.
What to expect when you reach out, from the free consultation to how fees work.
Yes. There is no charge to talk with us about your situation.
You pay no attorney's fees unless we win your case. Our fee comes from the recovery. If we don't win, you owe nothing, including case costs. Every fee agreement is in writing, as California law requires, and we go over it with you before you sign.
Anything you have: photos, police or incident reports, medical records and bills, insurance letters, pay stubs, termination letters, emails or texts with your employer, and names of witnesses. Don't worry if you don't have much. We can help gather records.
Yes. We represent clients throughout California, not just in Los Angeles.
Yes. What you share with us while seeking legal advice is confidential, even if you don't end up hiring us.
Call (818) 904-0100 or send us a message for a free, confidential consultation.
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