Sezgin Khousadian LLP

Sezgin Khousadian LLP Plaintiff's Employment & Labor Law. We specialize in representing employees who have had their right Attorney Advertising

We specialize in representing employees who have had their rights violated by their employers.

09/01/2026

September is National Su***de Prevention Month—a reminder that compassion, connection, and a simple conversation can save a life.

You never truly know what someone may be carrying. Check in on the people you love, listen without judgment, and remind them that asking for help is a sign of strength—not weakness.

If you or someone you know is struggling, call or text 988 to reach the Su***de & Crisis Lifeline. You are not alone. Your life matters. There is hope. 💜

***dePreventionMonth

09/01/2026

Off-the-clock work is one of the most common forms of wage theft — and most people don’t even realize it’s happening to them.

If your employer knows (or should know) you’re working, they’re required to pay you for it. That includes checking or replying to after-hours emails and texts. Setting up your workstation, register, or equipment before you clock in. Finishing tasks after you clock out. Attending mandatory meetings or trainings off the clock. Being told to clock out while you travel between job sites during the day. Even waiting around for a manager’s OK to clock in — if you’re already working, that time counts.

It might seem small. But 15 minutes a day, five days a week, adds up to real money over time — plus overtime you may never have been paid.

You’re entitled to be paid for all hours worked, no matter how small the increment. And if you’ve been shorted, you may be able to recover back pay, penalties, and interest.

If this sounds familiar, you don’t have to figure it out alone.

Call us for a free consultation. 818-696-1330

08/13/2026

Under the California Equal Pay Act, if you’re doing substantially similar work — considering skill, effort, responsibility, and working conditions — you’re entitled to equal pay. It doesn’t matter if your job titles are different, or what department you’re in.

Employers can’t justify a pay gap just because “that’s what you negotiated” or “that’s your prior salary.” The only legal justifications are things like seniority, merit, a system tied to production, or a legitimate job-related factor — not your gender, race, or ethnicity.

You also have the right to ask what your coworkers make, discuss your own pay, and ask your employer to explain a gap. Retaliating against you for that is illegal too.

If this sounds like your situation, you don’t have to figure it out alone.
📩 DM us or call for a free consultation — 818-696-1330

08/12/2026

Harassment means something different to everyone. But under California law, it has a very specific legal definition.

Under California law, harassment is unwelcome conduct tied to a protected characteristic — race, ethnicity, national origin, s*x, gender identity, s*xual orientation, religion, disability, age, or pregnancy, to name a few.

It can be verbal: slurs, derogatory comments, unwanted s*xual advances, offensive jokes. It can be physical: unwanted touching, blocking your movement, invading your space. It can be visual: explicit images, offensive posters, lewd gestures. And it can be s*xual harassment — whether that’s a supervisor trading job perks for favors, or a pattern of conduct that makes your work environment hostile.

It doesn’t have to come from your boss. Coworkers, clients, vendors — anyone in your workplace can create a hostile environment, and your employer can be on the hook for it.

And employers don’t get to just react. They’re required to take real, proactive steps to prevent harassment before it happens — clear policies, real training, and prompt action when something is reported.

If this sounds like what you’re dealing with at work, you don’t have to figure it out alone.
📩 DM us or call our office for a free consultation. 818-696-1330

08/04/2026

The summer she turned 22🐬🌊
Happy {early} Birthday to our amazing Nare!!! 💙

07/21/2026

📱⚖️ Here’s something most people don’t realize: that “quick text” from your boss after you’ve clocked out can actually be TWO separate legal violations — not one.

1️⃣ Reimbursement violation — If your job requires you to use your personal phone (texts, calls, emails, apps), California law says your employer has to reimburse you for a reasonable portion of that cost.

2️⃣ Unpaid wages violation — Separately, the actual TIME you spend answering that message off the clock should be paid. All hours worked have to be compensated. If you’re expected to respond after your shift ends, that’s work time — and it should show up on your paycheck. If those extra minutes push you past 8 hours in a day or 40 in a week, that time is owed at an overtime rate.

Call us for a free consultation. 818-696-1330

05/15/2026

California employment laws are among the strictest in the nation, governed primarily by the Labor Code and the Fair Employment and Housing Act (FEHA). They mandate high minimum wage thresholds, strict overtime and meal/rest break rules, comprehensive anti-discrimination and anti-retaliation protections, and robust paid leave.





05/06/2026

If you see the word “premium” on your pay stub — don’t ignore it. 👇

That line is your employer’s written admission that they violated California labor law. A premium is penalty pay they’re required to add every time they miss your meal break or rest break.

And here’s what most people don’t know: That single line on your stub could mean there’s a PAGA case.

California’s Private Attorneys General Act (PAGA) allows employees to take legal action not just for themselves — but on behalf of every coworker who experienced the same violations. If it happened to you, chances are it happened to others too.

What to look for on your stub:
→ Meal Period Premium
→ Rest Break Premium
→ Any line labeled “penalty pay”

If you see any of these, call us for a free consultation! Save this and share it with a friend!





05/05/2026

Happy Birthday to our ! 🏈🏀⚽️⚾️🎾👑

04/30/2026

California has some of the strongest pregnancy protections in the country. Under the Pregnancy Disability Leave Law (PDLL), you are entitled to up to four months of leave if pregnancy, childbirth, or a related condition disables you — regardless of how long you’ve worked there. On top of that, the California Family Rights Act (CFRA) gives you an additional 12 weeks of baby bonding leave. Your employer is also legally required to provide reasonable accommodations, such as light duty, more breaks, or a modified schedule. Harassing, discriminating, or retaliating against an employee because she is pregnant, has given birth, or is breastfeeding is illegal under the Fair Employment and Housing Act (FEHA).





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