PAGA stands for the Private Attorneys General Act, a California law that allows employees to sue employers on behalf of the state for alleged Labor Code violations. Plaintiffs in these lawsuits can seek civil penalties for violations allegedly suffered by other employees, making them costly and high-risk. Furthermore, under current law, valid arbitration agreements cannot limit an employee’s right to bring a PAGA claim as they can with class actions.

If you received a copy of a PAGA claim notice submitted to the LWDA, you are on the clock. There are actions you can take under the PAGA statute to sharply limit the maximum penalty amounts that can be imposed or even cure some violations entirely. But the law imposes strict and short deadlines, so the time to speak with qualified counsel is now. Contact us today.

Prompt retention of counsel after you have been served with a lawsuit is crucial for ensuring you meet your deadline to respond to the complaint, enforce any arbitration agreement or other relevant rights, and get out ahead of the other side on discovery and depositions.

But procedural considerations aside, prompt investigation and evidence gathering capitalizes on the employer’s initial advantage in access to information, witnesses, and records. Early in a case, we can interview employees and obtain their statements before plaintiff’s counsel knows who they are. We can identify and preserve crucial documents, and in some cases our investigations reveal misconduct by plaintiffs that limit their damages, even if the company did not know about them before their termination.

Once a lawsuit is served, the race is on, so don’t lose a step. Click here to contact us and get started today.

That question is at the heart of our Employment Law Advice & Counsel practice. These services are designed to prevent lawsuits before they start — and to put you in a stronger position if they do.

We help employers implement tools like enforceable arbitration agreements, compliant handbooks, clear complaint procedures, and documented PAGA compliance steps. These don’t just deter claims — they become part of your defense if one is filed.

Prevention and defense work best together. We do both. Contact us to learn more.

A class action is a procedural device that allows one or a handful of plaintiffs to seek the court’s permission to represent a class of similarly situated people who suffered similar harms and prosecute a lawsuit on their behalf. Class actions alleging wage and hour violations are the most common type brought by employees against their employers.

Wage and hour class actions can pose an existential threat to a business, often turning minor compliance issues into high-stakes litigation due to statutory penalties and attorney’s fees. At the outset of a class action defense representation, we seek ways to limit the scope of the claims, undercut the class through releases or arbitration agreements, and identify defenses to class certification. If settlement discussions are warranted, we provide sophisticated quantitative analyses so our clients know when to settle and when to walk away. If you have been served with a class action lawsuit contact us today.

Retaliation includes any adverse action taken against an employee for engaging in protected activity, such as reporting harassment, wage violations, or other unlawful conduct. An employee can prevail on a retaliation claim even if they are wrong about the underlying legal violation, as long as they make the complaint reasonably and in good faith and convince a jury that they were punished for the complaint.

To protect against retaliation claims, an employer should have clear written policies establishing a complaint mechanisms, including an anonymous option, and strictly prohibiting any form of retaliation against the complaining employee.

If you’re notified of an investigation by the California Civil Rights Department (CRD) or the Equal Employment Opportunity Commission (EEOC), it’s essential to respond promptly and strategically. G.B. Wilbur Law, Ltd. helps employers navigate these high-stakes investigations, prepare responses, and reduce the risk of escalation to a lawsuit.

The California Division of Labor Standards Enforcement (DLSE), under the Department of Industrial Relations (DIR), handles wage claims and labor code violations. If you're called to a hearing, it means an employee has filed a complaint — often for unpaid wages or penalties. Our firm represents employers in DLSE hearings and works to resolve disputes efficiently while protecting your legal standing. Click here to get in touch.