RD Law Group

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RD Law Group RD Law Group is dedicated to protecting the rights of California workers and consumers. We cover all areas of employment law under California labor laws.

If you are facing unfair treatment in the workplace, RD Law Group is here for you. Our top-rated California employment law firm focuses on leveling the playing field for employees. Whether you're facing wrongful termination, need a revue of your severance agreement or have a wage and hour dispute, call us. Do you think your employee rights have been violated? Contact us for a free, confidential consultation. We're committed to ensuring justice is served. We'll listen to your story, explain your rights, and guide you through your legal options. Contact us today for a free consultation!

This client shared that from the very first meeting, every step of the process was explained clearly, every question got...
10/17/2026

This client shared that from the very first meeting, every step of the process was explained clearly, every question got a prompt answer, and the outcome went beyond what they expected.

Thank you for trusting us with your case and for putting into words how much that clarity meant to you. Legal problems come with their own rules and deadlines, and knowing where you stand makes the path forward feel a lot less heavy. We're so glad you came through it feeling informed and confident, and we appreciate you sharing your experience so others know what to expect.

Not sure where your situation fits? Call us: (424) 535-1500.

You reported something. Weeks later, you got put on a performance improvement plan. A month after that, you were fired.A...
10/16/2026

You reported something. Weeks later, you got put on a performance improvement plan. A month after that, you were fired.

A write-up issued after a report does not automatically establish retaliation, and it does not automatically defeat it either. California's whistleblower protections may cover a report you had reasonable cause to believe revealed a legal violation, and the timing between that report and the firing can be circumstantial evidence, even with paperwork in between.

What throws people off is assuming the paperwork settles it. It doesn't. What I tell clients is to line up three dates: when they reported it, when the write-up landed, and when they got fired.

California generally gives you three years from when the claim accrues to bring this kind of case, and that isn't necessarily the day you were fired. If you want a second set of eyes on that timeline, call us: (424) 535-1500.

"Restructuring." That's the word typed across the termination letter. Except nobody else on the floor got let go, and th...
10/13/2026

"Restructuring." That's the word typed across the termination letter. Except nobody else on the floor got let go, and the only thing that changed in the past few weeks was the workers' comp claim filed after the injury on the line.

California generally won't let an employer fire someone because they exercised their right to file a workers' comp claim. Being an at-will employee doesn't generally change that.

What I tell people who bring me a letter like this: keep it. Keep the dates. Keep anything written around the stated reason, especially when "restructuring" or "attendance" shows up right after a claim that should've had nothing to do with either.

A mismatch between the reason on paper and the timeline isn't proof by itself. It's the detail worth saving before you talk to anyone else about it.

If you want a second set of eyes on that letter, call us: (424) 535-1500.

This client shared that they reached a positive outcome "during a very stressful time," and we're so glad they're on the...
10/10/2026

This client shared that they reached a positive outcome "during a very stressful time," and we're so glad they're on the other side of it. When a legal problem is weighing on you, it helps to have each step explained clearly and your calls returned when you need answers.

Thank you for trusting us with something so personal, and for taking the time to describe what that experience was like. Your words may help someone facing their own difficult moment feel a little less alone and reach out sooner.

If something doesn't feel right, the earlier you act, the more options you may have. Call us: (424) 535-1500.

This client shared that they came to us with an employment matter and wanted a straight answer about where they stood. T...
10/07/2026

This client shared that they came to us with an employment matter and wanted a straight answer about where they stood. They told us they valued hearing both the strengths and the limitations of their claims, and staying informed as negotiations unfolded.

Thank you for being open to the full picture, including the parts that were harder to hear. Your patience and willingness to ask questions from beginning to end helped shape a resolution you're pleased with. We're glad you trusted us with it.

If a termination came soon after a claim or safety complaint, it may deserve a closer look.

Call us: (424) 535-1500.

Your sister says, "After the things that man said to you, they can't just fire you."She's angry for you, and fair enough...
10/06/2026

Your sister says, "After the things that man said to you, they can't just fire you."

She's angry for you, and fair enough. But a rude boss, or a firing that feels wrong, isn't a claim by itself. Generally, the law looks for a tie to a protected category like age, religion, or disability, or to something protected you did, like filing a workers' comp claim, raising a safety concern, or returning from a protected leave.

I don't build the case around the boss. I start with a timeline anchored by two dates: the protected event and the day you were fired. A short gap may support a retaliation claim, depending on the governing statute, such as California's workers' comp or safety-complaint protections, or CFRA for leave, each with its own rules. It doesn't prove one alone. Your termination notice and older reviews go in it too.

If you were fired and can't tell whether it's the boss or the timing, call us: (424) 535-1500.

Sitting across the table while your manager hands you a performance improvement plan, not long after you're back from le...
10/05/2026

Sitting across the table while your manager hands you a performance improvement plan, not long after you're back from leave, feels like proof they finally caught something wrong. Read the dates again before you believe that. They're where you start organizing what happened.

A PIP that starts weeks after your return, followed by a termination soon after, may be worth a closer look. Federal leave law generally won't let a covered employer treat your leave as a strike against you in a termination or discipline decision, though it doesn't stop a firing that would have happened anyway.

What I always tell people is to line up the dates: the return-to-work note, the PIP, the termination letter. The dates alone don't prove why someone let you go, but they start the chronology.

Which leave law covers you, and the type of claim, may affect how long you have to act. Before that filing window closes without you, call us: (424) 535-1500.

In September, you flag something that isn't right at work. Weeks later, your name is on the list HR reads off in the red...
10/01/2026

In September, you flag something that isn't right at work. Weeks later, your name is on the list HR reads off in the reduction-in-force meeting.

What matters in a case like this is who else ended up on that list, and why. Was the report the reason, or were you part of a real cutback that swept up people on both sides of the issue? The selection process, the stated reasons, and how comparable employees were treated tell you more than the dates alone.

A short gap between a safety or legal-violation report and a layoff may be worth examining, but timing alone doesn't establish retaliation by itself. A report may generally be protected when you reasonably believed it showed a legal violation and raised it with someone covered under the law, like a supervisor or an agency.

Want to talk through what happened? Call us: (424) 535-1500.

LA County minimum wage just jumped to $17.81/hr on July 1. Is your paycheck reflecting it? 💰 Many workers are getting sh...
02/28/2026

LA County minimum wage just jumped to $17.81/hr on July 1. Is your paycheck reflecting it? 💰 Many workers are getting shortchanged. Check your first post-July stub now. Questions? Call (424) 535-1500

Severance pay in California isn't always mandatory, but when it is due matters. Understanding your rights protects your ...
02/26/2026

Severance pay in California isn't always mandatory, but when it is due matters. Understanding your rights protects your bottom line. Questions about severance? Call us at (424) 535-1500 for a free consultation. 💰

Address

707 Wilshire Boulevard, 47th Floor, Suite C7
Los Angeles, CA
90017

Opening Hours

Monday 8:30am - 5:30am
Tuesday 8:30am - 5:30am
Wednesday 8:30am - 5:30am
Thursday 8:30am - 5:30am
Friday 8:30am - 5:30am

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+14245351500

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