⚖️ Employment Law
Protecting the Rights of California’s Workforce and Guiding Employers Toward Compliance
At Unified Attorney Group, we believe that justice begins in the workplace. Employment is not just about earning a living — it’s about respect, dignity, and opportunity. When those principles are violated, our firm stands ready to fight back with skill, passion, and precision.
We represent both employees and employers across Southern California in all aspects of employment law — from wrongful termination and harassment to compliance, investigation, and litigation defense.
Our experience extends across industries — healthcare, logistics, retail, hospitality, construction, education, and technology — giving us the insight to anticipate every tactic and deliver real results.
1. Wrongful Termination
When Your Job Loss Was More Than Unfair — It Was Unlawful
Losing your job unexpectedly can devastate your career, finances, and sense of dignity. While California is an “at-will” employment state, meaning employers can generally terminate employees for any reason — or no reason — that rule has clear limits. Employers cannot fire someone for illegal, discriminatory, or retaliatory motives, or in violation of a contract or public policy.
At Unified Attorney Group, we help employees who were terminated under unlawful circumstances rebuild their careers and reclaim their rights.
What Makes a Termination “Wrongful”?
A termination is wrongful when it violates state or federal law, public policy, or contractual protections. Common legal bases include:
🔹 Discrimination-Based Termination
It is illegal to terminate an employee because of a protected characteristic such as:
-
Race, color, or national origin
-
Gender, gender identity, or sexual orientation
-
Religion or creed
-
Disability, pregnancy, or medical condition
-
Age (40 or older)
-
Marital or family status
Such actions violate the Fair Employment and Housing Act (FEHA) and Title VII of the Civil Rights Act, exposing employers to substantial liability.
🔹 Retaliation for Protected Conduct
Employees cannot be punished or terminated for engaging in legally protected activity, including:
-
Reporting harassment, discrimination, or wage violations
-
Refusing to engage in illegal conduct (e.g., falsifying documents or defrauding clients)
-
Filing complaints with government agencies such as OSHA, EEOC, or the Labor Commissioner
-
Participating in internal investigations or testifying about misconduct
Retaliatory terminations violate Labor Code §1102.5, FEHA, and other whistleblower protection statutes.
🔹 Violation of Family or Medical Leave Rights
If an employee is terminated for taking or requesting protected leave under the CFRA, FMLA, or Pregnancy Disability Leave (PDL), that constitutes wrongful termination and retaliation under California and federal law.
🔹 Breach of Contract or Implied Agreement
Some employees have written or implied employment contracts — such as promises of continued employment, progressive discipline policies, or specific termination procedures.
If your employer fired you in breach of those terms, you may have a breach of contract claim even in an at-will setting.
🔹 Termination in Violation of Public Policy
Even at-will employees cannot be terminated for reasons that violate California’s public policy — for example, being fired for:
-
Reporting unsafe working conditions
-
Serving on a jury
-
Filing a workers’ compensation claim
-
Taking time off for voting or family emergencies
Such terminations are illegal under both California common law and the Labor Code.
Common Examples of Wrongful Termination
-
Fired after reporting harassment, discrimination, or fraud
-
Terminated for taking medical or family leave under CFRA, FMLA, or PDL
-
Dismissed after requesting accommodation for a disability
-
Retaliated against for refusing to falsify records or conceal violations
-
Terminated after a workplace injury or workers’ compensation claim
-
Replaced by a younger employee after years of service
-
Terminated without warning after disclosing pregnancy
Every case is unique — and our firm looks deeper to connect the timing, communications, and motivations behind the decision.
🔍 How Unified Attorney Group Builds Your Case
Winning a wrongful termination case requires more than suspicion — it demands a clear link between your protected conduct and the employer’s adverse action.
Our attorneys conduct comprehensive investigations using:
-
Email and digital communications to establish motive or retaliation
-
HR records and disciplinary histories to uncover inconsistencies
-
Comparative evidence showing differential treatment of other employees
-
Witness interviews and sworn declarations
-
Forensic analysis of metadata or deleted files when necessary
We also collaborate with psychologists, vocational experts, and forensic economists to document emotional distress and quantify financial losses.
Each detail — timing, tone, and documentation — matters. Our strategy is to build a compelling narrative backed by undeniable proof.
💰 Remedies We Pursue
Employees who experience wrongful termination are entitled to both economic and non-economic damages, including:
-
Reinstatement to their former position or front pay for future lost earnings
-
Back pay for lost wages and benefits
-
Compensation for emotional distress and reputational harm
-
Punitive damages for malicious, fraudulent, or oppressive conduct
-
Attorney’s fees and litigation costs
In some cases, we also pursue injunctive relief, requiring employers to change policies or provide corrective training to prevent future violations.
💼 Our Approach
At Unified Attorney Group, we don’t treat wrongful termination cases as routine employment disputes — we treat them as life disruptions that deserve justice and restoration.
We:
-
Listen carefully to your story and timeline
-
Identify the strongest legal theories under California Labor Code and FEHA
-
Preserve and organize evidence before the employer destroys or alters it
-
File complaints with the CRD, EEOC, or directly in state or federal court
-
Negotiate settlements that restore both financial stability and professional dignity
Our approach blends strategic litigation with empathetic representation, ensuring you feel supported throughout the process.
Real-World Example
An employee reported accounting fraud to upper management and was terminated two weeks later for “insubordination.”
We would prove retaliation by comparing performance reviews, timing, and internal emails — showing that the alleged reason was pretext. The result: reinstatement, back pay, and punitive damages for retaliation under Labor Code §1102.5.
Why Choose Unified Attorney Group
-
Comprehensive Expertise: Skilled in FEHA, Labor Code, and federal retaliation laws.
-
Strategic Precision: We know how to uncover hidden motives and expose pretext.
-
Client-Focused Representation: We provide both legal and emotional support.
-
Proven Advocacy: Experienced negotiators and litigators ready to take your case to trial if needed.
Our Commitment
A wrongful termination can feel like the end — but it can also be the beginning of justice.
At Unified Attorney Group, we restore your reputation, recover your losses, and reaffirm that doing the right thing should never cost you your livelihood.
2. Wage & Hour Violations
Fighting Wage Theft and Unfair Pay Practices
Every worker deserves fair compensation for their time, effort, and dedication. Yet wage theft remains one of the most widespread and underreported violations in California workplaces. From unpaid overtime to falsified timecards, employees across industries are routinely denied the pay they’ve rightfully earned.
At Unified Attorney Group, we fight to recover those unpaid wages and hold employers accountable under California’s strict labor laws. Our attorneys have successfully represented workers in individual claims, class actions, and Private Attorneys General Act (PAGA) cases — securing compensation, penalties, and justice for countless employees.
We also counsel employers on compliance to help them avoid costly penalties and class-action exposure — because prevention and fairness benefit everyone.
Understanding California’s Wage Laws
California offers some of the strongest worker protections in the nation under the Labor Code and Industrial Welfare Commission (IWC) Wage Orders.
These laws govern:
-
Minimum wage and overtime pay
-
Meal and rest periods
-
Employee classification (exempt vs. non-exempt; employee vs. contractor)
-
Accurate wage statements
-
Timely payment upon separation
Violations of these standards can lead to back pay, statutory penalties, and in some cases, civil fines under PAGA.
🔹 Common Wage & Hour Violations
Our firm represents employees in all types of wage disputes, including:
-
Unpaid Overtime or Off-the-Clock Work
Employers must pay 1.5x regular pay after 8 hours per day or 40 hours per week, and 2x pay after 12 hours in a day. Requiring or permitting employees to work “off the clock” — answering emails, cleaning up, or finishing tasks after shifts — is illegal. -
Misclassification of Employees
Many employers improperly label workers as “exempt” or independent contractors to avoid paying overtime and benefits.
We analyze duties, pay structure, and control under California’s AB 5 “ABC Test” and Borello factors to prove employee status and recover unpaid compensation. -
Meal and Rest Break Violations
California requires:-
A 30-minute unpaid meal break for every 5 hours worked; and
-
A 10-minute paid rest break for every 4 hours worked.
Missing or interrupted breaks entitle employees to premium pay (one extra hour per violation).
-
-
Illegal Deductions or Tip Theft
Employers cannot deduct wages for uniforms, cash shortages, or mistakes.
Tips belong to employees — not management or owners — and must be distributed according to Labor Code §351. -
Inaccurate or Missing Wage Statements
Every paystub must include specific details under Labor Code §226, including gross wages, hours worked, pay rate, and employer information.
Inaccurate or missing data can lead to $50–$100 penalties per pay period — often recoverable in class or PAGA actions. -
Late or Unpaid Final Wages
When employment ends, all wages (including accrued vacation) must be paid immediately upon termination or within 72 hours if the employee quits.
Failure triggers waiting time penalties — one day’s pay for each day payment is delayed, up to 30 days.
🔍 How We Uncover Wage Theft
Wage and hour violations are often hidden behind complex timekeeping systems or altered records.
Our team conducts thorough audits and investigations using:
-
Pay records and timecards
-
GPS and electronic punch data
-
Employee schedules and text communications
-
Witness statements from coworkers
-
Payroll and accounting system analysis
We often discover patterns showing that violations are company-wide, forming the foundation for class actions or PAGA claims on behalf of entire groups of workers.
Our attorneys have recovered significant compensation through:
-
DLSE (Labor Commissioner) wage claims
-
Superior Court lawsuits
-
Class action settlements
-
Private Attorneys General Act (PAGA) enforcement
💼 Employer Compliance & Prevention
For employers, even minor wage errors can lead to class actions or state audits.
We help businesses stay compliant by offering:
-
Wage and hour policy reviews
-
Employee classification audits (AB 5 / Borello)
-
Timekeeping and payroll system design
-
Training for HR and supervisors on wage laws
-
Response strategies for DLSE or PAGA notices
Our preventive counsel ensures companies avoid costly litigation while maintaining fairness and transparency for their workforce.
💰 Remedies Available to Employees
Employees who experience wage theft or violations may recover:
-
Unpaid wages and overtime
-
Meal and rest break premiums
-
Interest and statutory penalties
-
Waiting time penalties (Labor Code §203)
-
Attorney’s fees and litigation costs
-
Civil penalties under PAGA
In egregious cases, courts may also impose punitive damages or refer employers for criminal investigation.
🧭 Our Philosophy
Wage theft is more than a financial issue — it’s a matter of respect.
Every hour you work deserves to be honored, tracked, and paid. At Unified Attorney Group, we make sure every dollar is accounted for — and recovered.
Whether you’re an employee fighting for fair pay or an employer seeking compliance guidance, we provide precise, strategic, and results-driven representation.
3. Workplace Discrimination
Protecting Equality and Dignity in Every Workplace
Discrimination corrodes the foundation of workplace integrity and fairness. Every employee deserves equal opportunity based on merit — not bias, stereotypes, or prejudice. Yet far too often, qualified workers are denied promotions, treated unequally, or even terminated for reasons that have nothing to do with performance.
At Unified Attorney Group, we stand for equality, accountability, and respect. We hold employers responsible when they violate those principles — whether through overt bias or subtle patterns of exclusion and favoritism.
🔹 What Constitutes Discrimination
Both California’s Fair Employment and Housing Act (FEHA) and federal Title VII of the Civil Rights Act of 1964 prohibit discrimination in every stage of employment — from hiring to termination, and everything in between.
Employers may not make employment decisions based on:
-
Race, color, or national origin
-
Ancestry or ethnic background
-
Gender, gender identity, or gender expression
-
Sexual orientation
-
Age (40 and older)
-
Disability, pregnancy, or medical condition
-
Religion or creed
-
Marital status or family responsibilities
-
Military or veteran status
-
Genetic information or perceived traits
These laws apply to employers of five or more employees (under FEHA) and 15 or more employees (under Title VII).
Even a single discriminatory act — such as a termination, demotion, or failure to hire — may give rise to a valid claim if motivated even partly by a protected characteristic.
Common Signs of Workplace Discrimination
Discrimination often hides behind pretext — false reasons employers use to disguise illegal motives. Recognizing the signs is critical.
Examples include:
-
Unequal treatment or discipline compared to similarly situated coworkers
-
Denial of promotions or training despite strong performance
-
Sudden changes in evaluation or pay after disclosing pregnancy, illness, or disability
-
Exclusion from meetings, communications, or advancement opportunities
-
Offensive comments, jokes, or stereotypes about protected characteristics
-
Layoffs or demotions targeting specific groups or age ranges
-
Refusal to provide reasonable accommodation for religious or medical needs
Even subtle patterns — like being consistently overlooked, isolated, or denied resources — can indicate unlawful discrimination when viewed in context.
Our Legal Framework and Approach
At Unified Attorney Group, we combine deep knowledge of California and federal law with strategic, evidence-based advocacy. Our attorneys meticulously investigate each case, often revealing discriminatory intent that employers try to conceal.
We Utilize:
-
Comparative Analysis: Evaluating how similarly situated employees were treated under the same circumstances.
-
Direct and Circumstantial Evidence: Gathering emails, text messages, HR records, and witness statements that reveal bias or inconsistencies.
-
Statistical Patterns: Using data to identify systemic discrimination within departments or organizations.
-
Medical or Pregnancy Documentation: Demonstrating retaliation or unfair treatment after disclosures.
Once the evidence is established, we pursue justice through:
-
Administrative complaints with the California Civil Rights Department (CRD) or U.S. Equal Employment Opportunity Commission (EEOC); and
-
Civil litigation in state or federal court seeking full compensation, policy changes, and accountability.
Remedies Available to Victims of Discrimination
Victims of workplace discrimination are entitled to powerful legal remedies, which may include:
-
Back pay and lost wages for time out of work
-
Front pay for future lost income or promotions
-
Compensation for emotional distress and humiliation
-
Punitive damages for willful or malicious conduct
-
Reinstatement or promotion where appropriate
-
Attorney’s fees and costs
In cases involving systemic discrimination, we may also pursue injunctive relief — requiring employers to change unlawful policies, retrain staff, or revise hiring and promotion practices.
Our Experience and Strategy
Discrimination cases demand both legal precision and emotional intelligence. At Unified Attorney Group, we take time to understand the full story — not just the surface facts. We work with:
-
HR and corporate policy experts to assess compliance failures
-
Psychologists to document emotional and psychological harm
-
Forensic analysts or data specialists when statistical evidence strengthens the case
This multidisciplinary approach allows us to present not just an allegation — but a complete narrative supported by law, fact, and human impact.
We know how employers defend these cases — and how to dismantle those defenses with documentation, credibility, and timing.
Real-World Example
A 52-year-old sales manager with strong reviews was suddenly replaced by a much younger, less experienced worker after mentioning she was caring for an elderly parent. The employer claimed “performance issues,” yet had no written record of complaints.
This is age and caregiver discrimination — prohibited under FEHA — and grounds for damages and reinstatement.
Why Choose Unified Attorney Group
-
Proven Advocacy: Skilled in identifying and proving subtle or systemic bias.
-
Comprehensive Representation: From administrative filing to trial.
-
Strategic Insight: Experience on both sides of employment disputes gives us an advantage in anticipating employer defenses.
-
Empathetic Approach: We understand that discrimination cases are not just legal battles — they are personal journeys to reclaim dignity and fairness.
Our Commitment
Discrimination is not just illegal — it’s dehumanizing.
At Unified Attorney Group, we restore the power, confidence, and voice of those who’ve been silenced by workplace prejudice.
4. Workplace Harassment
Standing Against Hostile and Abusive Work Environments
Every employee deserves a workplace where they feel safe, respected, and valued. Yet, harassment — whether sexual, verbal, physical, or psychological — remains one of the most damaging and pervasive violations of employee rights.
At Unified Attorney Group, we understand that workplace harassment doesn’t just harm your career — it harms your confidence, your emotional well-being, and your sense of dignity.
Our attorneys have handled a wide range of harassment cases, from executive-level abuse to on-the-job bullying, across industries including healthcare, education, retail, law enforcement, and corporate offices.
We stand with employees who have been silenced, ignored, or punished for speaking up — because silence only protects abusers, never victims.
Legal Protections Under California and Federal Law
Workplace harassment is prohibited under both California’s Fair Employment and Housing Act (FEHA) and federal Title VII of the Civil Rights Act of 1964.
These laws protect employees from unwelcome conduct based on protected characteristics such as:
-
Gender, sex, or sexual orientation
-
Race, color, national origin, or ancestry
-
Religion or creed
-
Age (40 or older)
-
Disability or medical condition
-
Pregnancy or marital status
-
Gender identity or expression
Harassment becomes illegal when it creates an environment that is intimidating, hostile, or offensive to a reasonable person — or when an employee’s submission to such behavior is made a condition of employment.
🔹 Types of Harassment
a. Quid Pro Quo Harassment
Occurs when a supervisor or person in authority demands sexual favors or personal attention in exchange for promotions, benefits, favorable scheduling, or continued employment.
Even a single incident can be enough to violate the law.
b. Hostile Work Environment
Involves persistent and severe conduct — such as slurs, derogatory remarks, sexual comments, unwanted touching, intimidation, or ridicule — that makes it difficult for an employee to perform their job.
A hostile work environment can arise from supervisors, coworkers, or even customers, and employers are responsible for preventing and correcting such conduct once they know (or should know) about it.
c. Retaliatory Harassment
Occurs when an employee experiences harassment after reporting misconduct, filing a complaint, or participating in an investigation.
Retaliatory behavior might include exclusion from meetings, demotions, increased scrutiny, or social isolation — all of which are prohibited under California law.
Employer Responsibility
Employers in California are legally required to:
-
Maintain a harassment-free workplace;
-
Implement and distribute clear anti-harassment policies;
-
Conduct prompt, impartial investigations when complaints arise;
-
Provide mandatory sexual harassment training for supervisors and managers;
-
Take corrective action to stop and prevent further misconduct.
Failure to take these steps can make an employer directly liable for damages under FEHA — even if the harassment was committed by a non-supervisory employee or third party.
Our Representation
At Unified Attorney Group, we guide clients through every step of the process — with professionalism, compassion, and confidentiality.
Our representation includes:
-
Initial Consultation and Documentation: We help you document every instance of harassment, including communications, witness accounts, and performance changes.
-
Internal Complaints: We assist in filing effective HR or management complaints while protecting your rights.
-
Administrative Filings: We prepare and file complaints with the California Civil Rights Department (CRD) and U.S. Equal Employment Opportunity Commission (EEOC).
-
Investigation and Litigation: We conduct our own investigation, consult experts (including psychologists or HR specialists), and build a strong factual and emotional case for trial or settlement.
We treat every client with empathy and discretion, knowing that reliving workplace trauma can be emotionally draining. Our team works to make the process empowering — not intimidating.
Compensation We Seek
Victims of workplace harassment may be entitled to significant recovery, including:
-
Compensation for emotional distress and psychological harm
-
Lost income, promotions, or career opportunities
-
Punitive damages when the employer’s conduct is malicious, reckless, or deliberately indifferent
-
Attorney’s fees and litigation costs
We pursue not only financial justice but also structural change, pushing employers to adopt policies and training to prevent future harm to others.
Real-World Example
A long-term employee reported her supervisor for making inappropriate comments and unwanted advances. Instead of addressing the behavior, the company reassigned her to a less desirable shift and began documenting minor performance issues.
This is retaliatory harassment — a clear violation of FEHA and Title VII. Unified Attorney Group would take swift action to seek reinstatement, back pay, and damages for emotional distress.
Why Choose Unified Attorney Group
-
Extensive Experience: Skilled in handling harassment, retaliation, and discrimination cases under both state and federal law.
-
Comprehensive Strategy: We investigate, document, and litigate with precision and care.
-
Compassionate Representation: We support clients through every step — emotionally and legally.
-
Strong Advocacy: We are not afraid to take on large corporations or public agencies to protect our clients’ rights.
Our Commitment
Harassment has no place in a professional environment.
At Unified Attorney Group, we stand for respect, accountability, and justice. We give power back to those who’ve been silenced — helping victims reclaim their confidence, their careers, and their peace of mind.
5. Retaliation & Whistleblower Protection
Safeguarding the Courage to Speak Out
Speaking up against wrongdoing takes courage — and California law ensures that courage is protected. Under Labor Code §1102.5 and related statutes, it is unlawful for an employer to retaliate against an employee for reporting, opposing, or refusing to participate in illegal, unsafe, or unethical activity.
At Unified Attorney Group, we represent employees who were punished for doing the right thing — whether they reported workplace violations, discrimination, safety concerns, or financial misconduct. Retaliation doesn’t just silence truth; it destroys trust, livelihoods, and integrity in the workplace. We work to restore all three.
Your Legal Protections
California provides some of the nation’s strongest whistleblower and retaliation protections.
Employees are protected from retaliation when they:
-
Report violations of law or regulations to HR, management, or a government agency (e.g., OSHA, Labor Commissioner, EEOC).
-
Refuse to engage in conduct they believe is illegal, fraudulent, or unsafe.
-
Assist or testify in investigations or proceedings related to workplace misconduct.
-
Request protected rights, such as family or medical leave, wage payments, or reasonable accommodations.
-
Disclose information about discrimination, harassment, or retaliation affecting themselves or others.
Protected activities are not limited to formal complaints — even an informal email, internal report, or verbal disclosure can trigger legal protection under California law.
Common Forms of Retaliation
Employers often disguise retaliation as “performance issues” or “restructuring.” In reality, unlawful retaliation can take many subtle or obvious forms:
-
Sudden negative performance evaluations after a complaint
-
Demotions, loss of pay, or removal of responsibilities
-
Reduction in hours or assignment to undesirable shifts
-
Exclusion from meetings, projects, or promotions
-
Hostility, threats, or harassment by management or peers
-
Termination or forced resignation
-
Blacklisting or negative references that harm future employment
Even minor acts that would deter a reasonable person from speaking up can qualify as retaliation under California and federal law.
Laws Protecting Whistleblowers
Several key laws safeguard employees from retaliation in California:
-
Labor Code §1102.5: Protects employees who report violations of law internally or externally.
-
Labor Code §6310: Protects workers who report workplace safety issues or OSHA violations.
-
FEHA (Gov. Code §12940(h)): Prohibits retaliation for opposing discrimination or harassment.
-
Labor Code §98.6: Protects employees who file wage claims or testify in wage-related matters.
-
Sarbanes–Oxley Act (SOX) & Dodd-Frank Act: Protect financial and securities whistleblowers.
These laws apply to both public and private employers, and they prohibit retaliation even if the employee’s belief in wrongdoing later turns out to be mistaken — as long as it was made in good faith.
How Unified Attorney Group Proves Retaliation
Proving retaliation requires connecting your protected activity (like a report, complaint, or refusal) to the adverse employment action that followed.
Our approach includes:
-
Establishing Protected Conduct: Showing that you engaged in a legally protected activity (report, refusal, participation in investigation, etc.).
-
Timing and Causation: Demonstrating the close timing between your complaint and the employer’s adverse action — often the strongest circumstantial evidence.
-
Documentation and Witness Evidence: Collecting emails, text messages, witness statements, and performance records that expose retaliatory motive.
-
Pretext Analysis: Comparing the employer’s stated reason for discipline or termination with evidence of inconsistent treatment or sudden changes in behavior.
-
Pattern Evidence: Identifying whether others who reported similar issues were also punished or ignored.
Once retaliation is proven, employers can face substantial penalties under California law.
Remedies for Retaliation Victims
If you were retaliated against for exercising your rights or reporting misconduct, you may be entitled to:
-
Reinstatement to your former position
-
Back pay and front pay for lost income
-
Compensation for emotional distress and reputational harm
-
Punitive damages for malicious or willful retaliation
-
Attorney’s fees and costs
In certain whistleblower cases, employees may also recover civil penalties under Labor Code §1102.5 and related statutes.
Our Firm’s Approach
At Unified Attorney Group, we take a deliberate, strategic approach to whistleblower and retaliation cases:
-
We document every instance of reprisal and analyze your timeline of events.
-
We file complaints with the California Civil Rights Department (CRD), OSHA, or the Department of Labor when appropriate.
-
We negotiate from a position of strength — using facts, timing, and motive to compel fair settlements or trial success.
Our firm also counsels employees on how to safely report violations while minimizing exposure, and we protect whistleblowers’ identities where possible.
Real-World Example
An HR employee reported that her company was falsifying time records to avoid paying overtime. Within two weeks, she received her first negative review in years, was reassigned to a lower-paying position, and ultimately terminated.
This is classic retaliation under Labor Code §1102.5, and employees in similar situations are entitled to reinstatement and full compensation.
Our Commitment
Whistleblowers make workplaces safer, fairer, and more ethical. We protect the people who protect others.
At Unified Attorney Group, we stand beside employees who speak truth to power — defending their courage, their careers, and their peace of mind.
6. Family & Medical Leave (FMLA / CFRA)
Balancing Career, Health, and Family Without Losing Protection
No employee should ever have to choose between their job and their family’s well-being. Both California’s Family Rights Act (CFRA) and the federal Family and Medical Leave Act (FMLA) guarantee eligible employees the right to take job-protected, unpaid leave for specific family and medical reasons — ensuring that your health and family come first, without risking your livelihood.
At Unified Attorney Group, we understand how stressful it can be to face medical challenges, caregiving responsibilities, or the joy and adjustment of welcoming a new child while worrying about your job security. Our firm stands by you every step of the way, ensuring your rights are protected under whichever law — state or federal — offers the strongest benefit.
Eligibility Requirements
To qualify for leave under the FMLA or CFRA, an employee must:
-
Have worked for the employer for at least 12 months, and
-
Have logged at least 1,250 hours in the previous 12 months.
Coverage depends on the size of the employer:
-
CFRA applies to employers with 5 or more employees, regardless of location.
-
FMLA applies to employers with 50 or more employees within 75 miles of the worksite.
Both laws generally provide up to 12 weeks of protected leave in a 12-month period.
Covered Reasons for Leave
Employees may take protected leave for:
-
Their own serious health condition that makes them unable to perform their job
-
Caring for a family member with a serious health condition
-
Bonding with a newborn, newly adopted, or foster child
-
Certain military exigencies (such as caring for an injured service member or handling military deployment matters)
Interaction Between FMLA and CFRA
If your situation qualifies under both CFRA and FMLA (for example, caring for a spouse or parent), the leave usually runs concurrently, counting against both entitlements.
However, if the leave involves a family member covered only under CFRA (like a grandparent or sibling), that time does not reduce your FMLA entitlement — meaning you could potentially take up to 24 total weeks of protected leave in a year for separate qualifying events.
🔹 Pregnancy Disability Leave (PDL)
In addition to CFRA and FMLA, California offers Pregnancy Disability Leave (PDL) for employees disabled by pregnancy, childbirth, or related medical conditions.
Eligible employees may take:
-
Up to 4 months of PDL, followed by
-
12 additional weeks of CFRA leave for baby bonding.
Together, this provides nearly 7 months of job-protected leave for new mothers in California.
Your Rights During Leave
During protected leave, your employer must:
-
Maintain your health insurance under the same terms as if you were still working;
-
Reinstate you to the same or a comparable position upon return; and
-
Refrain from retaliating against you for requesting or taking leave.
If your employer denies your leave, pressures you to return early, terminates you, or retaliates in any way, that conduct violates state and federal law.
Unified Attorney Group enforces these rights through administrative complaints, demand letters, or litigation to recover lost wages, emotional distress, and penalties for unlawful retaliation.
Required Notice and Documentation
Employees should provide 30 days’ advance notice for foreseeable leave (such as planned surgery or birth). In emergencies, notice should be given as soon as possible.
Employers may request medical certification verifying the need for leave, but they may not demand confidential medical details or retaliate for medical disclosures.
Common Employer Violations
We frequently see employers:
-
Denying leave requests without justification
-
Failing to inform employees of their rights under FMLA/CFRA
-
Counting protected leave as “unexcused absences”
-
Retaliating or terminating employees for taking time off
-
Misclassifying employees as ineligible despite meeting legal requirements
Each of these actions is unlawful and can result in liability for back pay, emotional distress damages, and reinstatement.
Unified Attorney Group’s Role
At Unified Attorney Group, we guide employees through every step of the leave process:
-
Determining eligibility under CFRA and FMLA
-
Preparing written leave requests and medical certifications
-
Communicating with HR and management on your behalf
-
Responding to retaliation or denial of rights
-
Filing administrative complaints with the Civil Rights Department (CRD) or U.S. Department of Labor when necessary
We also counsel employers on compliance to prevent inadvertent violations and reduce litigation exposure.
Our Commitment
We understand that medical and family emergencies can create financial and emotional strain. That’s why we ensure that the law works as it was intended — to give employees the time they need to heal, recover, or care for loved ones without losing their job, benefits, or dignity.
At Unified Attorney Group, we make sure that compassion and career security coexist.
7. Disability Rights & Reasonable Accommodations
Because Disability Should Never Mean Disadvantage
California and federal law guarantee that employees with disabilities deserve equal opportunity, not second-class treatment. Under the Fair Employment and Housing Act (FEHA) and the Americans with Disabilities Act (ADA), employers have a legal duty to engage in an interactive process and provide reasonable accommodations to help employees perform their essential job functions.
Yet, many employers fail to uphold this duty — ignoring requests, delaying accommodations, or retaliating against employees who ask for help. At Unified Attorney Group, we ensure that disability never becomes a barrier to employment, advancement, or dignity.
Your Legal Rights Under FEHA and ADA
FEHA and ADA protect employees who have:
-
A physical disability (e.g., chronic pain, mobility impairment, cancer, diabetes, or sensory loss)
-
A mental disability (e.g., anxiety, depression, PTSD, ADHD, or learning disorders)
-
A medical condition such as pregnancy complications or genetic conditions
-
A perceived disability, even if the condition does not limit their ability to work
Employers are prohibited from discriminating based on these conditions and must take active steps to support employees who request accommodations.
🔹 The Interactive Process — A Legal Requirement
When an employee discloses a disability or requests an accommodation, the employer is legally required to engage in an interactive process — an ongoing dialogue to explore what adjustments can help the employee continue performing their job safely and effectively.
This process must be conducted in good faith, meaning the employer cannot delay, ignore, or deny without legitimate reason.
Failure to engage in this process is, by itself, a violation of California law.
🔹 Examples of Reasonable Accommodations
Every disability and job is different, but common forms of accommodation include:
-
Modified duties or flexible schedules to allow for medical appointments or physical limitations
-
Assistive technology or ergonomic equipment, such as adaptive keyboards, standing desks, or speech-to-text software
-
Medical leave for treatment or recovery, including extended leave when reasonable
-
Remote or hybrid work arrangements, where feasible
-
Reassignment to a suitable vacant position if the current job cannot be performed with accommodation
-
Adjustment of workplace policies, such as attendance or break rules, where flexibility is reasonable
-
Provision of readers, interpreters, or accessible materials for employees with sensory disabilities
Employers are not required to provide the exact accommodation requested — but they must make a genuine, documented effort to find an effective alternative.
Employer Obligations and Common Violations
Many disability-related violations stem not from overt discrimination, but from neglect or lack of understanding. Common unlawful actions include:
-
Ignoring or delaying a request for accommodation
-
Failing to initiate the interactive process after learning of a disability
-
Denying accommodation without exploring alternatives
-
Retaliating against employees who request accommodation
-
Demoting, reassigning, or terminating employees because of disability-related absences
Employers who commit these violations can be held liable under both FEHA and ADA, and may be required to pay damages for lost wages, emotional distress, and even punitive damages for intentional misconduct.
Our Firm’s Approach
At Unified Attorney Group, we take a proactive, evidence-driven approach to disability accommodation cases.
We help clients:
-
Document all accommodation requests and communications with HR or management
-
Gather medical certifications to confirm legitimate needs for accommodation
-
Track employer responses or failures to act
-
Establish retaliation or discriminatory motive, where applicable
We then pursue resolution through direct negotiation, administrative complaints before the Civil Rights Department (CRD) or EEOC, or civil litigation when necessary.
Our goal is not only to recover compensation — but to restore fairness, dignity, and equality in your workplace.
Example of a Violation
An employee diagnosed with a chronic back condition requests an ergonomic chair and the ability to take brief stretch breaks.
Instead of cooperating, the employer delays for months and begins criticizing the employee’s performance — eventually terminating them.
Under FEHA, this is a clear violation of the duty to accommodate and may support claims for disability discrimination, retaliation, and wrongful termination.
Remedies Available to Employees
If your employer failed to accommodate your disability or retaliated against you for requesting one, you may be entitled to:
-
Reinstatement to your former position
-
Back pay and lost wages
-
Compensation for emotional distress
-
Punitive damages (for intentional or malicious conduct)
-
Attorney’s fees and legal costs
At Unified Attorney Group, we pursue every available remedy to hold employers accountable and ensure your future opportunities are protected.
Our Philosophy
A disability should never end a career — it should inspire a workplace to adapt, evolve, and support human potential.
At Unified Attorney Group, we ensure that your employer makes those adjustments — not you.
8. Independent Contractor Misclassification (AB 5)
Exposing Misclassification and Recovering Lost Compensation
California law starts from one simple principle: workers are presumed to be employees, not independent contractors. Yet many companies misclassify workers to cut costs and avoid paying overtime, payroll taxes, and benefits.
Misclassification deprives workers of vital rights — including workers’ compensation coverage, unemployment insurance, meal and rest breaks, and protection under California’s labor laws.
At Unified Attorney Group, we examine every factor of your working relationship to determine whether your employer violated the law — applying the proper legal test depending on your industry and circumstances.
The ABC Test (AB 5 / Labor Code §2775)
Under Assembly Bill 5, a worker is considered an independent contractor only if all three of the following are true:
A. The worker is free from the control and direction of the hiring entity, both under the contract and in actual practice.
B. The work performed is outside the usual course of the company’s business.
C. The worker is customarily engaged in an independently established trade, occupation, or business of the same nature as the work performed.
If even one of these elements is not met, the worker is presumed to be an employee under California law.
Other Tests Used in California
Although the ABC Test is the standard, other tests still apply in specific settings or for certain exemptions.
🔹 a. The Borello Test (Traditional Common Law Test)
Before AB 5, California courts used the Borello Test (from S.G. Borello & Sons, Inc. v. Dept. of Industrial Relations, 1989).
This test still applies to workers exempt from AB 5, such as certain licensed professionals, real estate agents, and subcontractors.
It considers multiple factors, focusing on the degree of control the company exercises, including:
-
Whether the worker is engaged in a distinct occupation or business
-
Whether the work is part of the employer’s regular business
-
The skill required
-
Who supplies the tools or workspace
-
The method of payment (by time vs. by project)
-
The right to terminate at will
The Borello test weighs all factors — but the right of control remains the most significant.
🔹 b. The IRS / Federal Common Law Test
For tax purposes, the IRS applies a control-based test divided into three categories:
-
Behavioral control (who directs how the work is done)
-
Financial control (who invests in equipment and controls profit/loss)
-
Relationship factors (contract terms, benefits, permanency of relationship)
Even if a company issues a 1099, this federal test may show that the worker is, in reality, an employee for tax and benefit purposes.
🔹 c. The Economic Realities Test (Federal Fair Labor Standards Act – FLSA)
The U.S. Department of Labor uses the economic realities test to determine employee status under federal wage and hour law.
Key factors include:
-
The worker’s economic dependence on the company
-
The permanency of the relationship
-
The worker’s investment in tools or materials
-
The degree of control exercised by the employer
-
The opportunity for profit or loss
-
The level of skill and independent business initiative
If the worker is economically dependent on the company, they are an employee, not an independent contractor.
We Help Misclassified Workers Recover
-
Unpaid wages, overtime, and meal/rest premiums
-
Reimbursement for business expenses, mileage, and tools
-
Waiting time penalties and paystub violations
-
Access to benefits like workers’ compensation and unemployment insurance
We also help employers conduct classification audits and bring their practices into compliance to avoid government penalties and lawsuits.
At Unified Attorney Group, we don’t just cite the law — we apply the right legal test to prove the truth of your employment relationship and recover every dollar and protection you deserve.
9. Employment Contracts & Severance Agreements
Every employment relationship begins and ends with an agreement — whether written or implied. The terms you sign can determine your compensation, your career freedom, and your legal rights long after you leave the job.
At Unified Attorney Group, we know that employment contracts and severance agreements are more than just documents — they are legally binding commitments that can impact your financial security and professional reputation. We bring years of experience in contract drafting, negotiation, and dispute resolution to ensure your interests are fully protected from the start of employment through its conclusion.
Our Employment Contract Services
We draft, review, and negotiate all types of employment-related agreements, including:
-
Offer letters and executive employment agreements
-
Commission and bonus structures
-
Confidentiality, non-solicitation, and non-disclosure agreements (NDAs)
-
Independent contractor and consulting agreements
-
Arbitration agreements and at-will disclaimers
-
Severance and separation packages
-
Employee handbooks and company policies
We ensure that every clause complies with California Labor Code, Business & Professions Code §16600, and federal employment standards — eliminating illegal or unenforceable provisions that could later jeopardize your rights.
Employee-Focused Representation
Employees often sign contracts without realizing the long-term consequences. At Unified Attorney Group, we take a proactive approach to safeguard your future. We carefully review each clause and identify:
-
Hidden risks such as restrictive non-solicitation or broad confidentiality clauses
-
Unlawful non-compete agreements, which are void under California law (Bus. & Prof. Code §16600)
-
Unclear bonus or commission terms that could cost you significant income
-
Arbitration provisions that limit your right to a jury trial or full discovery
-
Waivers or releases that unfairly eliminate future legal claims
We explain every term in plain language — so you fully understand what you’re signing before you sign. If your contract is unfair or one-sided, we negotiate aggressively for better terms, additional compensation, or clarification that prevents future disputes.
Example:
We’ve helped employees renegotiate executive employment offers to include guaranteed severance pay, expanded health benefits, and removal of restrictive clauses that could have prevented them from working in their field after leaving.
Your career is too valuable to risk with a poorly written contract. Our goal is to ensure your agreement reflects your worth, your rights, and your future goals.
Employer-Focused Counsel
For employers, well-drafted contracts and severance agreements are essential to maintaining compliance and avoiding lawsuits.
We help companies design clear, enforceable, and fair agreements that protect their legitimate business interests while respecting employee rights.
Our services include:
-
Drafting customized employment contracts for new hires and executives
-
Preparing handbooks, offer letters, and policy acknowledgments
-
Creating severance packages that minimize litigation risk
-
Ensuring compliance with California wage, confidentiality, and arbitration laws
-
Reviewing independent contractor agreements for compliance with AB 5 and Borello
By proactively managing your agreements, we help employers maintain consistency, reduce liability, and foster trust with their workforce.
Severance Agreements — Ending Employment on Fair Terms
When employment ends, severance agreements often determine how both sides move forward. These documents may include financial payments, benefits extensions, non-disparagement clauses, or waivers of claims.
We ensure that your severance package is:
-
Fairly calculated based on your tenure, position, and circumstances of termination
-
Compliant with federal and state law, including age and discrimination waivers under ADEA/OWBPA
-
Comprehensive enough to protect your reputation and future opportunities
If you’ve been offered a severance package, do not sign before consulting an attorney. Employers often include overly broad releases or restrictive provisions that can severely limit your future rights.
At Unified Attorney Group, we analyze the offer, identify deficiencies, and negotiate stronger terms — whether that means increased compensation, extended benefits, or removal of unfair restrictions.
Arbitration Agreements — Know Your Rights
Many employees unknowingly sign mandatory arbitration clauses, waiving their right to a jury trial in case of dispute. While arbitration can be faster, it may also limit discovery or appeal rights.
We help clients understand:
-
Whether the arbitration clause is mandatory or optional
-
How it affects your ability to file administrative or court claims
-
Whether it violates recent California laws under SB 707 and AB 51, restricting forced arbitration in employment contexts
If necessary, we challenge unlawful arbitration clauses and ensure you retain full access to justice.
Common Issues We Uncover
-
Hidden non-compete provisions disguised as “confidentiality” clauses
-
Unclear commission formulas that lead to underpayment
-
Agreements lacking termination-for-cause definitions
-
Ambiguous job descriptions used later to justify demotion or firing
-
Severance offers with broad waivers covering unpaid wage or harassment claims
We eliminate ambiguity, close loopholes, and draft language that truly protects you.
Legal Frameworks We Rely On
-
California Labor Code §§200–2750
-
Business & Professions Code §16600 (Non-Compete Prohibition)
-
California Fair Pay Act
-
Federal Arbitration Act (FAA)
-
Age Discrimination in Employment Act (ADEA) and OWBPA
-
California Contract Law and Common Law Principles
10. Class Actions & PAGA Claims
When multiple employees are subjected to the same unlawful practices, their combined voices create strength.
At Unified Attorney Group, we help workers unite through Class Actions and Private Attorneys General Act (PAGA) claims — powerful legal tools that hold employers accountable for widespread wage and labor violations.
These collective actions not only recover compensation for employees but also drive lasting reform within companies that repeatedly ignore California’s labor laws.
🔹 What Are Class Actions?
A class action allows a group of employees with similar legal claims to join together and file one lawsuit against a common employer. This approach increases efficiency, reduces costs, and gives employees leverage they could never achieve alone.
We pursue class certification and lead litigation on behalf of workers whose employers have violated California’s Labor Code, Industrial Welfare Commission (IWC) Wage Orders, or Business & Professions Code §17200 (Unfair Competition Law).
Common class claims include:
-
Unpaid overtime or minimum wages
-
Missed meal and rest breaks
-
Off-the-clock work or time rounding practices
-
Failure to reimburse business expenses or mileage
-
Misclassification of employees as independent contractors
-
Inaccurate or incomplete wage statements
-
Failure to pay all wages upon termination
When one employee speaks up, others often discover they’ve suffered the same harm.
Our firm investigates employer-wide payroll, scheduling, and policy data to identify patterns of systemic abuse — building cases that recover compensation for entire workforces.
🔹 What Is a PAGA Claim?
The Private Attorneys General Act (PAGA) empowers employees to act as “private attorneys general” — enforcing California’s labor laws when the state lacks the resources to do so.
Under Labor Code §§2698–2699.5, employees can pursue civil penalties on behalf of:
-
Themselves,
-
Their coworkers, and
-
The State of California’s Labor & Workforce Development Agency (LWDA).
PAGA cases often address violations such as:
-
Failure to provide meal and rest breaks
-
Unpaid wages and overtime
-
Misclassification of workers
-
Wage statement violations
-
Late final paychecks or waiting time penalties
Penalties recovered under PAGA are divided as follows:
-
75% to the State of California
-
25% to the affected employees
While PAGA claims don’t award traditional damages like lost wages or emotional distress, they serve as a strong deterrent, forcing employers to correct illegal practices and comply with California’s labor standards.
🔹 How Unified Attorney Group Handles Collective Litigation
Class and PAGA cases require meticulous organization, detailed evidence gathering, and strategic coordination.
Our firm has the experience, infrastructure, and legal insight to handle these complex cases from start to finish:
-
Case Investigation: Analyzing employer policies, payroll records, and employee testimony.
-
Pre-Filing Notice: Complying with PAGA’s administrative requirements through the LWDA.
-
Class Certification: Proving the employer’s conduct affected a definable group of workers.
-
Discovery Management: Coordinating depositions, data audits, and statistical analysis.
-
Settlement Negotiation or Trial: Securing financial recovery and corporate policy changes.
Our litigation process balances efficiency and impact — recovering money for workers while promoting lasting corporate accountability.
🔹 The Power of Collective Action
Class actions and PAGA claims not only return unpaid wages and penalties but also reshape how employers operate. These cases:
-
Deter companies from repeating labor violations
-
Level the playing field between employees and corporations
-
Improve working conditions for current and future employees
At Unified Attorney Group, we see every collective case as more than a lawsuit — it’s an opportunity to deliver justice at scale and protect honest workers across California.
11. Employer Compliance & Defense
Preventing Problems Before They Escalate
California’s employment laws are among the most complex and frequently changing in the nation. For employers, staying compliant isn’t optional — it’s essential. At Unified Attorney Group, we partner with businesses to prevent problems before they become lawsuits. Our approach combines legal precision, strategic planning, and real-world business understanding to protect your company, your employees, and your reputation.
We represent businesses of all sizes — from start-ups and small family operations to established corporations — providing ongoing counsel, risk management, and defense strategies tailored to your specific industry.
Proactive Compliance Services
We help employers build legally compliant workplace systems designed to minimize risk and promote fairness. Our preventive services include:
a. Employee Handbooks & Policy Drafting
We create and update comprehensive employee handbooks, policies, and procedure manuals that comply with state and federal laws, including new California Labor Code updates, wage orders, and anti-discrimination regulations.
These documents define expectations, establish consistent standards, and provide critical protection in the event of litigation.
b. Wage & Hour Compliance and Classification Audits
California’s wage and hour laws are heavily enforced by agencies like the DLSE and Department of Labor.
We conduct detailed audits to identify and correct risks involving:
-
Overtime pay and timekeeping compliance
-
Independent contractor misclassification (AB 5 and Borello)
-
Meal and rest break policies
-
Expense reimbursements
-
Paystub accuracy under Labor Code §226
A single error in classification or payroll policy can expose your business to class actions or PAGA claims. Our audits are designed to close those gaps before they cost you.
c. Workplace Investigations
When complaints of harassment, discrimination, retaliation, or wage violations arise, swift and impartial investigation is critical. We conduct thorough internal investigations that meet legal standards and stand up to scrutiny by the CRD, EEOC, or DLSE.
Our reports include factual findings, compliance recommendations, and corrective measures to restore workplace integrity and mitigate liability.
d. Supervisor and HR Training Programs
We train management and HR professionals on critical compliance topics, including:
-
Preventing harassment and retaliation
-
Proper discipline and termination procedures
-
Documenting employee performance
-
Conducting lawful interviews and background checks
-
Responding to workplace complaints
By investing in education and prevention, employers reduce risk and strengthen workplace culture.
e. Representation Before State and Federal Agencies
When disputes or investigations arise, we represent employers before:
-
California Labor Commissioner (DLSE)
-
Civil Rights Department (CRD, formerly DFEH)
-
Equal Employment Opportunity Commission (EEOC)
-
U.S. Department of Labor (DOL)
We prepare thorough responses, negotiate resolutions, and defend your business in administrative hearings or court proceedings — always with an eye toward efficiency and cost control.
Strategic Defense When Litigation Arises
Even with the best prevention, disputes can occur. When they do, Unified Attorney Group provides a strong, cost-effective defense that focuses on resolving cases quickly and intelligently.
Our defense strategy includes:
-
Early case evaluation to assess exposure and settlement opportunities
-
Aggressive discovery management and motion practice
-
Negotiation and mediation to minimize costs
-
Trial defense when necessary to protect your interests
We understand that every lawsuit — even a small one — can impact productivity, morale, and brand reputation. Our objective is to protect your business while maintaining dignity and fairness in every proceeding.
Industries We Advise
We advise and defend employers across a wide range of industries, including:
-
Construction and real estate
-
Healthcare and medical offices
-
Transportation and logistics
-
Retail, hospitality, and restaurants
-
Security and private patrol services
-
Nonprofits, education, and professional firms
Each industry faces unique challenges, and our advice is tailored to match your operational realities and workforce structure.
Why Employers Choose Unified Attorney Group
-
Comprehensive Expertise: Deep knowledge of California and federal employment law, including wage and hour, discrimination, and compliance audits.
-
Preventive Focus: We aim to solve problems before they reach court.
-
Practical Solutions: Advice that aligns with real-world business needs.
-
Strategic Defense: Skilled negotiators and litigators ready to act when disputes arise.
-
Reputation for Integrity: We help employers build trust and credibility through lawful, transparent practices.
Our Philosophy
At Unified Attorney Group, we believe that the best legal defense begins with prevention. By maintaining compliance, educating management, and responding quickly to issues, businesses can avoid costly litigation and preserve healthy workplace relationships.
When challenges arise, we provide experienced, strategic defense — protecting what you’ve built and helping your business continue to grow with confidence.
Additional Practice Insights
Hostile Work Environment
When ongoing harassment creates fear or distress, we document the psychological and professional impact to establish liability.
Pregnancy & Parental Rights
We help new and expecting parents assert their rights to leave, accommodation, and return-to-work protection under PDL and CFRA.
Remote Work & Privacy
We counsel employees and employers on modern issues — surveillance, unpaid digital overtime, and virtual harassment.
Workplace Investigations
For employers, we conduct impartial investigations that meet legal standards and withstand CRD or EEOC scrutiny.
Industries We Serve
-
Healthcare and nursing facilities
-
Transportation and logistics
-
Security and private patrol services
-
Technology and startups
-
Retail, hospitality, and restaurants
-
Education and nonprofit organizations
Our cross-industry insight allows us to tailor solutions that work in your specific environment.
Legal Frameworks We Enforce
-
Fair Employment and Housing Act (FEHA)
-
Family Rights Act (CFRA)
-
Labor Code §1102.5 (Whistleblower Protection)
-
Equal Pay Act
-
Title VII of the Civil Rights Act
-
Americans with Disabilities Act (ADA)
-
AB 5 / ABC Test (Misclassification)
Our Process — How We Help
-
Consultation: Confidential assessment of your situation.
-
Evidence Gathering: Documentation, witnesses, and records.
-
Legal Strategy: Tailored plan based on your goals.
-
Negotiation & Mediation: Resolve efficiently when possible.
-
Litigation: Aggressive advocacy when justice demands it.
Why Choose Unified Attorney Group
-
Depth of Experience: Extensive background across employment, civil, and administrative law.
-
Strategic Excellence: Sharp litigation skills balanced with diplomacy.
-
Personalized Service: Individualized attention from start to finish.
-
Multilingual Representation: Fluent in English and Arabic.
We don’t just represent clients — we empower them.