Executive Representation

Executive Representation in Orange County

Our seasoned employment lawyers at Sessions & Kimball LLP represent executives in a range of legal matters that can arise before, during, and after employment.

High-level executives have rights under both state and federal employment laws. We focus our practice exclusively on employee rights and assist executives in a variety of employment matters, including retaliation and unpaid wages. Our firm is regularly recognized as one of the region’s “Best Law Firms” by U.S. News and World Report, and our experienced employment law attorneys have been listed among California Super Lawyers®.

Retaliation against California Executives
Executives who do the right thing by reporting a company’s violations of state and federal law may be subject to retaliation by their employer. Retaliation can take several forms, including wrongful termination. Under both California and federal law, it is illegal for an employer to retaliate against an employee for filing a charge of discrimination or participating in a discrimination proceeding.

The Equal Employment Opportunity Commission (EEOC) defines retaliation to include firing, demoting, harassing, or retaliating in respect to any aspect of employment such as job assignments, promotions, training, and fringe benefits. California Labor Code section 1102.5 prohibits retaliation against any employee who provides information to a government or law enforcement agency.

If you are a whistleblowing executive in California who has been subjected to retaliation, the law protects you from retaliation. Retaliation is prohibited under the California Labor Code, the California Fair Employment and Housing Act (FEHA), as well as under federal law. Even so, the EEOC received 3,088 charges of retaliation in California in a past year. Nationwide, there were 37,955 retaliation charges filed with EEOC.

Unpaid Wages Owed to California Executives
If you have departed from a company as an executive, voluntarily or otherwise, you may have unpaid wages. You may be also owed reimbursement for expenses, underpaid commissions, and/or unpaid vacation wages. And you may need legal assistance to collect what is owed to you.

If your unpaid wages are substantial, the best course of action is to work with an experienced California wage attorney to collect what you are owed. Whether you were under an employment contract, were terminated, or resigned, the California Labor Code provides specifically for payment of wages due to terminated employees.

Effective Representation for Orange County Executives
If you are an executive dealing with your issues, you need a powerful and experienced California employment lawyer to represent your interests. At Sessions & Kimball LLP, we exclusively focus on protecting employee rights. Our attorneys are industry leaders in California and have recovered millions for our clients through confidential settlement, arbitration, and litigation. Contact our office to schedule a free consultation.

EEOC: Retaliation
NELP: Hollow Victories: The Crisis in Collecting Unpaid Wages for California Workers
CA Legislative Information: Labor Code

Practice Areas

  • Sexual Harassment
  • Age
  • Race
  • Disability
  • Pregnancy
  • Sexual Orientation
  • Hostile Workplace
Wrongful Termination
  • Whistleblower
  • Broken Promises
  • Layoffs
  • Wrongful Demotion
  • Forced Resignation
  • Retaliation
  • Discrimination
  • Overtime
  • Commission
  • Bonus
  • Severance
  • Expenses
  • Vacation
  • Breaks
Leaves /Other
  • Medical
  • Pregnancy
  • Family Leave
  • Violence
  • Privacy
  • Slander
  • Safety

Featured Testimonial

“Very satisfied with the results based on the fact I started the case so late. Satisfied with Don because he took my case when no one else did. Appreciated courtesy of accepting my case and taking time for my calls with questions. Thank you for believing in my case and taking my case when I felt I had no hope in pursuing my case. I will always be grateful to you.”


Recent Blog Posts

Over $100 Million Obtained For Our Clients

$3.3 million
Overtime (class action)
$1.5 million
Whistleblower (Govt. claims)
$1.3 million

These results were dependent on the facts of the case, and results will differ

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