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Derderian Law, PC Contact information, map and directions, contact form, opening hours, services, ratings, photos, videos and announcements from Derderian Law, PC, Personal Injury Lawyer, 101 N. Brand Boulevard Suite 1450, Glendale, CA.

Derderian Law, PC focuses on providing estate planning services to families and family businesses, serving employees in employment matters, protecting consumers from financial industries, handling financial litigation matters, and personal injury cases.

10/20/2026

Your manager doesn’t need to know your entire diagnosis. They’re supposed to know what you can and can’t do, and whether there’s a reasonable way to work around it.

The law calls this the interactive process. Your employer has to engage in it. That means talking through your limitations and what accommodation might work, not turning your supervisor into your physician.

Knowing where that line sits can be the difference between an accommodation request going smoothly and turning into something bigger.

Follow for more on what your rights may be at work. 818.588.4050.

General information only. Not legal advice. Every case is different.

10/19/2026

A, B, or C — which one did you pick before the reveal?

Here’s the pattern that may matter: protected status, then a sudden change in treatment, close enough in time that it’s hard to call a coincidence.

A documented performance issue is just that. A boss who’s hard on everyone isn’t singling anyone out. But protected status followed almost immediately by getting passed over for something you were already lined up for — that timing can become real evidence.

Not every unfair workplace decision is unlawful discrimination. The reason for the treatment, the surrounding facts, and sometimes the timing can make a major difference. Follow us for more and give us a call for a free consultation. 818.588.4050.

General information only. Not legal advice. Every case is different.

10/18/2026

Being “slammed” isn’t, by itself, a legal excuse to make you work through lunch. In California, non-exempt employees who work more than five hours generally must be provided a 30-minute meal break no later than the end of the fifth hour of work.

And being busy doesn’t automatically change that. Employers still have to provide a real opportunity to take the break and cannot pressure or discourage employees from skipping it.

If this keeps happening, keep a log — dates, times, what you were told, and who told you.

Follow for more ways to understand and protect your workplace rights before you ever need a lawyer. 818.588.4050.

General information only. Not legal advice. Every case is different.

10/17/2026

Retaliation cases depend heavily on on dates: when you reported, when things changed, who said what. Most people don’t realize how much that timeline matters until it’s too late to reconstruct it.

If something shifted right after you spoke up, start writing it down now — the day, the words, the witnesses.

Call us for a free consultation. We’ll go through it with you. 818.588.4050.

General information only. Not legal advice. Every case is different.

10/15/2026

Some car accident mistakes are bad. Others could seriously hurt your case.

We ranked 6 of them from least to most serious — and the last two earned S-tier for a reason.

Would you agree with our rankings, or change the order? 👇

Follow for more ways to be prepared before you ever need a lawyer.

Injured in a car accident? Call 818.588.4050 for a free consultation.

General information only. Not legal advice. Every case is different.

10/14/2026

Your pay stub says one thing. Your memory of the week says another.

That gap is exactly where most wage claims start — and most employees never go back far enough to check it.

Misclassification, skipped meal breaks, time worked after the clock-out — they don’t show up all at once. They stack quietly over months before anyone adds it up.

If any of the three in this video sounded familiar, don’t just scroll past it. Comment below and follow for more — the details you remember now are the ones that can make or break a claim later. 818.588.4050.

General information only. Not legal advice. Every case is different.

10/12/2026

You felt it before you could explain it. Something shifted right after you spoke up — and you couldn’t prove it yet, only sense it.

The meetings that stopped including you. The write-ups. The review that suddenly read different than the one before it. That shift matters.

Under California law, timing can be some of the strongest evidence of retaliation you have.

Start writing it down now, while the dates are still clear. Who you told. When it started. What changed.

Contact us through the link in our bio for a free consultation. 818.588.4050.

General information only. Not legal advice. Every case is different.

10/12/2026

Most people think “reasonable accommodation” means your employer gets to decide whether your request is reasonable. It’s not that simple.

California law protects pregnant employees who need reasonable accommodations, like a stool, lighter duties, or additional bathroom breaks. Employers may have a duty to engage with the request and provide a reasonable accommodation when required by law — not simply ignore it or dismiss it without addressing it.

Silence can matter too. If they never got back to you, that may matter just as much as an outright denial.

Save every message. Write down when you asked, what you requested, and what they said back. If this is happening to you, contact us.

Consultations are free, and you deserve an advocate who treats this like the serious issue it is. 818.588.4050

General information only. Not legal advice. Every case is different.

10/11/2026

Insurance adjusters aren’t trained to help you. They’re trained to minimize what they pay.

A recorded statement, a smiling photo, a delayed doctor’s visit — these rarely feel like mistakes in the moment. But they may later get used against you to argue your injury isn’t as serious as you say.

In the adjuster’s point of view: a claim isn’t decided by what actually happened to you. It’s decided by what can be proven, and what they can poke holes in.

Know what to avoid before you’re ever in that position.

Follow for more ways to protect your claim before you ever need a lawyer. Link in bio.

General information only. Not legal advice. Every case is different.

10/10/2026

Most people compare their paycheck to their weekly total hours. That’s the wrong math to check.

California takes into account not only the hours worked in a week, but also the hours worked in the day — so a 10 hour Monday owes you overtime before Tuesday even starts, no matter how light the rest of your week looks.

Pull your last few pay stubs, line them up against your actual clock-in and clock-out times, and look at any day over 8 hours. If the numbers don’t match, that may be wages owed to you.

If you think you may be missing overtime pay, call us for a free consultation at 818.588.4050.

General information only. Not legal advice. Every case is different.

Address

101 N. Brand Boulevard Suite 1450
Glendale, CA
91203

Telephone

+18185884050

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