Your work. Your circumstances. Your options.
A workplace dispute can affect income, professional relationships, and the ability to plan for the future. Understanding what happened requires more than a job title or a single employment decision. The sequence of events, the records, and the surrounding circumstances all matter.
Law Office of Melkon Torosyan, P.C. represents employees in employment litigation matters throughout California. The practice includes wage and hour disputes, wrongful termination and retaliation, and workplace discrimination and harassment.
A factual approach to a workplace dispute.
The initial review may involve pay records, schedules, policies, performance communications, complaints, and documents related to separation. It also considers who made relevant decisions, when concerns were raised, and how the employer responded.
Unfair treatment and unlawful treatment are not always the same. A useful evaluation identifies the potential legal issues and the evidence that supports them, rather than treating every workplace disagreement as a violation.
Employment litigation matters.
Assessing the available path.
An employment dispute may raise questions about administrative procedures, contractual terms, arbitration, and the forum in which a claim may proceed. The appropriate course depends on the facts and the applicable law.
Part of the process is understanding the practical choices: what information is missing, whether a negotiated resolution may be possible, and what litigation would require. The firm works to frame those choices so clients can make informed decisions.
Preparing for an initial discussion.
A concise employment timeline can be useful. Identify your role, the relevant dates, the people involved, the concerns raised, and any employment agreement or correspondence you received. Preserve records you lawfully possess, and ask before obtaining or sharing confidential employer information.
A consultation request does not establish representation or suspend a deadline. The firm will review the inquiry and determine whether it can assist.
Questions you may have
Should I save my pay records and correspondence?
Preserve records you lawfully possess, including pay statements and relevant communications. Do not alter records or access information without authorization. The firm can discuss what is relevant and how to share it.
Do I need an employment agreement for a consultation?
If you have one, identify it when you contact the firm. Agreements, arbitration provisions, policies, and separation documents may affect the evaluation. The firm can explain what additional material is needed.