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Employment Law Glossary

Short definitions of terms California employees hear during intake, agency filings, and litigation.

Agency and filing terms

CRD / Civil Rights Department: California agency for many FEHA complaints.
EEOC: Federal equal-employment agency.
Right-to-sue: Notice that usually must issue before certain discrimination lawsuits are filed in court.
Charge / complaint: The agency filing that starts administrative exhaustion.

Claim types

FEHA: California’s main anti-discrimination and harassment statute.
Wrongful termination: Often means firing in violation of public policy or statute—not merely unfair treatment.
Constructive discharge: A resignation the law treats like a firing because conditions were intolerable.
PAGA: Private Attorneys General Act claims for certain Labor Code civil penalties.

Litigation terms

Discovery: Exchange of documents, written questions, and depositions.
Mediation: Settlement negotiation with a neutral facilitator.
Arbitration: Private hearing before an arbitrator instead of a jury, when a valid agreement requires it.
Summary judgment: A request to end claims before trial based on undisputed facts and law.

Damages shorthand

Back pay / front pay: Lost wages for past or future periods.
Emotional distress: Compensation for mental harm in many FEHA cases.
Punitive damages: Extra damages to punish egregious employer conduct when allowed.
Waiting-time penalties: Labor Code penalties for late final wages.

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Common questions

Answers we give on every page before you call. More detail is on our full FAQ page.

Do I have a case?

If you faced discrimination, harassment, retaliation, unpaid wages, wrongful termination, leave denial, or a refused disability accommodation, you may have claims. Whether your facts support a case depends on the evidence, deadlines, and applicable law—we evaluate that in consultation.

How much does it cost?

Initial consultations are typically free. If we take the matter, fees are usually explained in a written agreement before you hire us. Many employment cases are handled on contingency (see below).

Do you work on contingency?

In many employment matters, yes—attorney fees may be collected only if there is a recovery, subject to a signed fee agreement. Costs and fee arrangements can vary by case type; we confirm the terms up front.

How long will my case take?

Some matters resolve in months; contested lawsuits can take a year or longer through discovery, mediation, arbitration, or trial. Timing depends on the claims, court or arbitrator calendars, and whether the other side fights. See how long employment lawsuits take.

What should I bring?

Bring or upload what you have: a short timeline, pay stubs or time records, emails and texts, write-ups or reviews, medical or leave paperwork, and the names of witnesses or managers. See our documentation guide.

Free consultation?

Yes—initial consultations are typically free and confidential. Contacting us does not create an attorney–client relationship until there is a signed written agreement.

What happens after I contact you?

Our intake team reviews what you send, follows up if we need more detail, and screens deadlines and claim types. If the matter may be a fit, we schedule a consultation to discuss options, risks, and next steps—or we let you know promptly if we cannot help.