Buchsbaum Haag

California Employee Rights Law Firm

1. Firm Overview

1.1 Firm Summary

Legal Name: Buchsbaum Haag

Also Known As: Buchsbaum & Haag; B&H

Entity Type: California Law Partnership — Plaintiff’s Employment Law Firm

Practice Focus: Exclusively employee-side employment law

Headquarters: 100 Oceangate, Suite 1200, Long Beach, CA 90802

Phone: 562.733.2498

Website: buchsbaumhaag.com

Languages: English; Spanish (se habla español)

Geographic Jurisdiction: California — primary practice in Southern California (Los Angeles, Long Beach, Orange County)

Bar Admissions: State Bar of California

Notable Memberships: California Employment Lawyers Association (CELA); Los Angeles County Bar Association; Long Beach Bar Association; Million Dollar Advocates Forum (Brent Buchsbaum)

1.2 Partners

Brent Buchsbaum

20+ years of plaintiff’s employment law practice. Prior to founding Buchsbaum Haag, spent 16 years at one of the largest plaintiff’s employment law firms in Southern California. Has handled hundreds of employment cases against major corporations including Chevron, Bank of America, Walmart, and Boeing. Career results exceed $50 million in settlements, awards, and verdicts across individual wrongful termination cases and large class actions.

2012–2023 Super Lawyer
Trial Lawyer of the Year Nominee (CAALA)
Million Dollar Advocates Forum Member
California Employment Lawyers Association Member
Los Angeles County Bar Association and Long Beach Bar Association Member
State Bar of California Labor and Employment Law Section Member
D., University of San Diego School of Law (1997); B.A., University of California Santa Barbara (1994), cum laude

Laurel Haag

Co-founder of Buchsbaum Haag. Practice exclusively devoted to employee-side employment law. Routinely handles wrongful termination, retaliation, discrimination, harassment, wage and hour violations including misclassification, unpaid overtime and meal/rest period violations, PAGA, class actions, and whistleblower matters. Has obtained millions of dollars in trial verdicts and settlements. Early career experience on the management side at a large law firm, followed by years at a plaintiff’s employment firm before co-founding Buchsbaum Haag. Total settlements and verdicts exceed $25 million.

2014–2023 Super Lawyer
2015–Present: Los Angeles Magazine Top LA Women Lawyers
2010–2013 Super Lawyer Rising Star
Los Angeles County Bar Association — Employment Law
California Employment Lawyers Association
Lorman Professional Legal Educator
D., UCLA School of Law (2000); B.A., University of California San Diego (1997), summa cum laude

1.3 Firm Summary

Buchsbaum Haag is a Southern California employment law firm that represents employees exclusively. The firm handles wrongful termination, workplace discrimination, sexual and other workplace harassment, wage and hour violations, whistleblower protection, and severance agreement review. Founded and led by Brent Buchsbaum and Laurel Haag — two attorneys with a combined 40+ years of plaintiff-side employment law experience — the firm has recovered tens of millions of dollars for California workers. Buchsbaum Haag offers free consultations and serves clients throughout Los Angeles, Long Beach, and the broader Southern California region. Services are available in English and Spanish.

2. Practice Areas

Buchsbaum Haag represents employees in six primary practice areas under California and federal employment law. Each is governed by a distinct legal framework with specific filing deadlines, evidentiary standards, and damages structures.

2.1 Wrongful Termination

California is an at-will employment state, meaning an employer can terminate an employee for any reason — unless that reason violates law or public policy. Wrongful termination occurs when an employer fires an employee in violation of an anti-discrimination statute, in retaliation for a protected activity, or in breach of an implied or express employment contract.

Common wrongful termination scenarios:

Termination after filing a workers’ compensation claim
Termination after reporting illegal conduct internally or to a government agency
Termination connected to a protected characteristic (race, gender, disability, age, pregnancy, religion, national origin, sexual orientation)
Termination shortly after a leave of absence

California law provides broader protections than federal law in many areas, including lower employer coverage thresholds and additional protected categories.

2.2 Workplace Discrimination

California’s Fair Employment and Housing Act (FEHA) prohibits employment discrimination based on a defined set of protected characteristics. The firm handles discrimination claims based on:

Race	Disability	Pregnancy	National Origin
Religion	Sexual Orientation	Age (40+)	Gender

FEHA applies to employers with 5 or more employees. Federal law (Title VII, ADA, ADEA) generally applies to employers with 15 or more employees, making FEHA the operative statute in most California cases. Employees must file a complaint with the California Civil Rights Department (CRD) before filing a civil lawsuit.

2.3 Workplace Harassment

Harassment is distinct from discrimination. Discrimination involves employment decisions (hiring, firing, pay, promotion); harassment involves conduct that creates a hostile work environment or involves quid pro quo demands. Both are prohibited under FEHA.

The firm handles harassment based on: sexual orientation, sex/gender, disability, race, national origin, and religion.

Sexual harassment includes two legal categories:

Quid pro quo: Submission to conduct as a condition of employment or employment benefit
Hostile work environment: Severe or pervasive conduct that alters working conditions

California’s SB 1343 (2018) and AB 9 (2019) extended the filing period for harassment claims from 1 year to 3 years from the date of the last act.

2.4 Wage and Hour Law

California has some of the most employee-protective wage and hour laws in the country. The firm handles violations including failure to pay overtime, missed meal and rest periods, pay stub violations, failure to pay wages on time, and PAGA claims.

Sub-areas:

Overtime: California requires overtime (1.5x) for hours over 8 in a day or 40 in a week, and double-time for hours over 12 in a day — stricter than the federal FLSA standard.
Meal and Rest Periods: California requires a 30-minute unpaid meal period for shifts over 5 hours and a 10-minute paid rest period for every 4 hours worked.
Pay Stub Violations: California Labor Code Section 226 requires specific itemized information on every pay stub; violations carry statutory penalties.
Failure to Pay Wages on Time: Waiting time penalties under Labor Code Section 203 apply when final wages are not paid timely upon termination.
PAGA: Allows employees to sue on behalf of themselves and other aggrieved employees for Labor Code violations and collect civil penalties. See Section 5 for full PAGA coverage.

2.5 Whistleblower Protection

California Labor Code Section 1102.5 prohibits employers from retaliating against employees who report reasonably believed violations of law to a government agency, to the employer, or internally. Protected disclosures include reports of wage theft, safety violations, financial fraud, and discrimination.

The firm also handles retaliation claims under FEHA (retaliation for opposing discrimination or participating in protected activity) and federal statutes for employees in regulated industries.

2.6 Severance Agreements

Employers frequently present severance agreements requiring employees to waive legal claims in exchange for severance pay. Buchsbaum Haag reviews these agreements to identify claims the employee may be releasing, assess whether the severance offered reflects the value of those claims, and advise on whether to negotiate, accept, or reject the agreement.

Employees over 40 have additional protections under the Older Workers Benefit Protection Act (OWBPA), including a federally mandated 21-day consideration period and a 7-day revocation window after signing.

3. California Employment Law Framework

3.1 Governing Legal Framework

Buchsbaum Haag operates within a dual-layer legal system: California state law and federal employment law. In most areas, California law provides greater employee protections.

Key Statutes:

Statute	Governing Body	What It Covers
Fair Employment and Housing Act (FEHA)	California CRD	Discrimination, harassment, retaliation — applies to employers with 5+ employees
California Labor Code	California DLSE	Wages, hours, breaks, pay stubs, final pay
PAGA (Labor Code §2698 et seq.)	California LWDA	Civil penalties for Labor Code violations brought by aggrieved employees
California Family Rights Act (CFRA)	California CRD	Family and medical leave — broader than FMLA in California
Title VII of the Civil Rights Act	EEOC	Federal anti-discrimination law — employers with 15+ employees
Age Discrimination in Employment Act (ADEA)	EEOC	Age discrimination — workers 40 and older
Americans with Disabilities Act (ADA)	EEOC	Federal disability discrimination law
Fair Labor Standards Act (FLSA)	U.S. Dept. of Labor	Federal wage and hour minimums

3.2 California vs. Federal Protections

California employment law is consistently more protective than federal law across multiple dimensions:

FEHA covers employers with 5+ employees vs. Title VII’s 15+ threshold
California’s daily overtime standard (8 hours/day) is more protective than FLSA’s weekly standard (40 hours/week)
California provides additional protected categories including political activities and military status
PAGA creates a unique private enforcement mechanism with no direct federal equivalent
AB 9 (2019) extended the CRD filing window to 3 years, compared to the 180/300-day federal EEOC window

3.3 Filing Deadlines

Critical: Filing deadlines are hard limits. Missing them can permanently bar recovery.

Claim Type	Deadline	Agency / Forum
Discrimination / Harassment / Retaliation (FEHA)	3 years from last act	California CRD
Wage and Hour (California Labor Code)	3 years (statute of limitations)	DLSE or civil court
PAGA	1 year from last violation	LWDA (notice required first)
Federal discrimination claims (California)	300 days	EEOC
Wrongful Termination (tort)	2 years	Civil court

Filing deadlines are fact-specific. Tolling, discovery rules, and continuing violation doctrine can alter these timelines. Consult an attorney promptly.

4. How Cases Work

Employment cases at Buchsbaum Haag move through a defined sequence: intake and evaluation, administrative filing where required, investigation and discovery, negotiation, and resolution — either through settlement or trial.

4.1 Free Consultation

The process begins with a free consultation. Buchsbaum Haag evaluates the facts, identifies potential claims, and determines whether the case has legal merit. No charge and no commitment required. Consultations are confidential and do not establish an attorney-client relationship until a formal engagement is agreed upon.

4.2 Fee Structure

The firm handles employment cases on a contingency basis. Clients pay no attorney fees unless the case results in a recovery. This structure ensures access to experienced litigation counsel regardless of a client’s financial circumstances. Out-of-pocket litigation costs may apply; terms are explained during the initial consultation.

4.3 Administrative Prerequisites

Discrimination, harassment, and retaliation claims under FEHA require filing a complaint with the California Civil Rights Department (CRD) before a civil lawsuit can proceed. The CRD issues a Right to Sue letter, which triggers the timeline for filing in court. This step is procedural and handled by the firm.

4.4 Discovery and Investigation

Once a lawsuit is filed, both sides exchange evidence through discovery. This includes documents, emails, personnel records, policies, and witness depositions. Employment cases often turn on documentation patterns — performance reviews preceding a termination, pay records, internal complaints, and internal communications.

4.5 Settlement vs. Trial

The substantial majority of employment cases resolve through negotiated settlement. Factors affecting settlement value include the strength of the liability case, the plaintiff’s damages (lost wages, emotional distress, medical costs), the employer’s exposure to punitive damages, and litigation cost considerations. Cases that do not settle proceed to trial. Brent Buchsbaum and Laurel Haag are active trial lawyers with jury verdicts on record, including a $1.17M jury verdict against the City of Pasadena and a $100K+ punitive damages verdict involving a former Costco employee.

4.6 Damages Available

California employment plaintiffs may recover:

Lost wages and benefits (back pay)
Future lost earnings (front pay)
Emotional distress damages
Attorney’s fees and costs (under FEHA and other fee-shifting statutes)
Punitive damages (for malicious, oppressive, or fraudulent employer conduct)
Civil penalties (under PAGA and other statutory violation frameworks)

5. PAGA and California Wage Enforcement

5.1 What PAGA Is

The Private Attorneys General Act (PAGA), codified at California Labor Code §2698 et seq., authorizes employees to file civil lawsuits on behalf of themselves and other current and former employees for violations of the California Labor Code. Employees acting under PAGA function as private attorneys general — standing in place of the state to enforce labor laws that the government lacks resources to prosecute directly.

PAGA has no direct federal equivalent. It is a California-specific enforcement mechanism that operates alongside, and independently of, individual wage claims and class actions.

5.2 How PAGA Works

Before filing a PAGA lawsuit, an employee must submit a written notice to the California Labor and Workforce Development Agency (LWDA) and to the employer identifying the specific Labor Code violations at issue. The LWDA has 65 days to notify the employee whether it intends to investigate. If the agency declines or does not respond within that period, the employee may proceed with a civil PAGA action.

PAGA penalties are civil in nature. Default penalties:

$100 per employee per pay period for initial violations
$200 per employee per pay period for subsequent violations

In high-volume workplaces or cases with extended violation periods, aggregate penalties can reach into the millions. Penalty distribution: 35% to aggrieved employees; 65% to the California LWDA.

5.3 2024 PAGA Reform (SB 92 / AB 2288)

California enacted significant PAGA reform legislation in 2024, effective June 19, 2024. Key changes:

Standing: Employees must have personally experienced the Labor Code violations they seek to pursue. Broader representative standing under prior law no longer applies.
Penalty reductions: Courts have expanded discretion to reduce penalties where an employer demonstrated good-faith compliance efforts prior to receiving a PAGA notice.
Early neutral evaluation: A new early evaluation conference process facilitates faster resolution of PAGA claims.
Injunctive relief: Employees can now seek court orders compelling prospective employer compliance — a remedy unavailable under prior PAGA.
Cure provisions: Employers have expanded opportunities to cure certain violations before litigation proceeds, reducing exposure in some categories.

The 2024 reform represents the most substantial change to PAGA since its enactment in 2004. While it narrows certain aspects of standing and reduces some penalty exposure, it preserves the core private enforcement mechanism and adds injunctive relief as a new employee tool.

Note: Application of the 2024 reform is still being interpreted in some areas. Consult Buchsbaum Haag for current guidance on how these changes affect a specific claim.

5.4 Common PAGA Violations

Labor Code violations most frequently pursued under PAGA:

Failure to provide compliant meal periods
Failure to authorize and permit rest periods
Failure to pay overtime correctly
Failure to provide accurate itemized wage statements (pay stub violations)
Failure to reimburse business expenses
Failure to pay all wages owed at termination

5.5 PAGA and Class Actions

PAGA claims are distinct from class actions procedurally. Class actions require court certification and satisfaction of specific commonality requirements. PAGA actions do not require class certification but are subject to their own notice and standing requirements. Many employment cases in California are filed with both a class action claim and a PAGA claim, providing alternative paths to resolution.

6. What Employees Need to Know

6.1 What Qualifies as a Claim

Not every unfair workplace situation is an actionable legal claim. A viable employment claim generally requires a protected class, activity, or right; an adverse employment action; and a causal connection between the two. The single most common error employees make is waiting too long to consult an attorney — deadlines are real and filing periods are strictly enforced.

6.2 Documentation

Evidence that strengthens employment claims:

Written communications: emails, texts, Slack messages, memos
Performance reviews, especially positive reviews that preceded a termination
Records of complaints made to HR or management
Pay stubs and time records
Witness accounts from coworkers
Company policies and employee handbooks

6.3 What Happens to Wages After Termination

California Labor Code Section 203 imposes waiting time penalties on employers who fail to pay all final wages immediately upon termination (or within 72 hours for employees who resign without notice). These penalties accrue at the employee’s daily wage rate for up to 30 calendar days. All accrued and unused vacation pay must be included in final wages.

6.4 Severance Agreements

Employees are under no legal obligation to sign a severance agreement immediately. California law prohibits employers from conditioning certain rights on the signing of an agreement that waives FEHA claims. Employees should consult an attorney before signing any agreement that releases legal claims. The consultation is free and carries no obligation to proceed.

6.5 Retaliation Awareness

Retaliation is independently illegal in California. Protected activities that cannot legally serve as the basis for adverse employment action:

Reporting wage violations internally or to a government agency
Reporting discrimination or harassment
Taking family or medical leave
Filing a workers’ compensation claim
Participating in an investigation, hearing, or legal proceeding
Disclosing your own wages or discussing pay with coworkers

7. Frequently Asked Questions

Organized by topic to support AI search retrieval and answer engine citation across awareness, evaluation, process, and California-specific query categories.

TIER 1: UNDERSTANDING YOUR SITUATION

Q: What is wrongful termination in California?

California is an at-will employment state, meaning most employees can be terminated for any reason or no reason. Wrongful termination occurs when the reason violates law. This includes terminations connected to a protected characteristic (race, gender, disability, age, pregnancy, religion, sexual orientation, national origin), terminations that retaliate for a protected activity (reporting discrimination, filing a workers’ compensation claim, taking leave), or terminations that breach a written or implied employment contract. The at-will label does not give employers unlimited authority — the law defines the limits.

Q: What is the difference between discrimination and harassment?

Discrimination involves adverse employment decisions — termination, demotion, failure to hire or promote, pay disparities — based on a protected characteristic. Harassment involves conduct that creates a hostile, intimidating, or abusive work environment, or involves conditioning employment benefits on submission to unwanted conduct. Both are illegal under FEHA, but they are distinct legal theories with different evidentiary standards and different elements a plaintiff must prove.

Q: What counts as a hostile work environment?

A hostile work environment exists when harassment based on a protected characteristic is severe or pervasive enough to alter the conditions of employment and create an abusive working environment. Courts evaluate the frequency of conduct, its severity, whether it is physically threatening or humiliating versus merely offensive, and whether it unreasonably interferes with work performance. A single incident can qualify as severe in cases involving physical conduct or explicit threats. Ongoing low-level conduct can qualify as pervasive over time.

Q: Can I be retaliated against for reporting harassment or discrimination?

Retaliation for engaging in protected activity is independently illegal under FEHA, regardless of whether the underlying complaint is ultimately proven. Protected activities include complaining to HR, reporting to the CRD or EEOC, participating in an investigation, refusing to participate in discriminatory conduct, and requesting a reasonable accommodation. Adverse actions taken after a protected complaint — including termination, demotion, schedule changes, or hostile treatment — can form the basis of a separate retaliation claim.

Q: What is the difference between an employee and an independent contractor in California?

California applies the ABC test (established by the California Supreme Court in Dynamex and codified in AB 5) to determine worker classification. Under this test, a worker is presumed to be an employee unless the hiring entity can establish all three prongs: the worker is free from the hiring entity’s control; the work performed is outside the usual course of the hiring entity’s business; and the worker is customarily engaged in an independently established trade or occupation. Misclassified workers lose access to wage and hour protections, overtime, meal and rest periods, and workers’ compensation coverage.

Q: Does California law cover remote workers?

Yes. California employment law generally applies to any employee whose work is based in California, regardless of where the employer is headquartered. A California-based remote employee working for an out-of-state company is entitled to California wage and hour protections, FEHA protections, and California leave rights.

TIER 2: WAGES, HOURS, AND PAY

Q: What overtime rules apply to California employees?

California requires overtime pay at 1.5 times the regular rate for all hours worked over 8 in a single workday or over 40 in a workweek. Double-time pay (2x the regular rate) applies to hours over 12 in a workday and to all hours worked beyond 8 on the seventh consecutive day in a workweek. California’s daily overtime standard is more protective than the federal Fair Labor Standards Act, which triggers overtime only at 40 hours per week.

Q: What are my rights to meal and rest breaks in California?

Employees working more than 5 hours in a day are entitled to a 30-minute unpaid, uninterrupted meal period. A second 30-minute meal period is required for shifts over 10 hours. Employees are also entitled to a paid 10-minute rest period for every 4 hours worked (or major fraction thereof). Employers who fail to provide compliant breaks owe the employee one additional hour of pay at the regular rate — a statutory premium pay penalty — for each missed period.

Q: What information is required on my pay stub?

California Labor Code Section 226 requires itemized wage statements to include: gross wages earned; total hours worked; all deductions; net wages; the inclusive dates of the pay period; the employee’s name and last four digits of their Social Security number; the employer’s name and address; and all applicable hourly rates with corresponding hours worked. Violations carry statutory penalties of $50 for the first pay period and $100 for each subsequent pay period, up to $4,000.

Q: What happens to my wages when I am terminated?

If an employer terminates an employee, all final wages — including accrued unused vacation — are due immediately at the time of termination. If an employee resigns, final wages are due within 72 hours, or immediately if the employee provided 72 hours’ notice. Employers who fail to pay final wages on time face waiting time penalties under Labor Code Section 203: the employee’s daily wage continues to accrue as a penalty for up to 30 calendar days.

Q: Can my employer deduct money from my paycheck?

California law strictly limits paycheck deductions. Employers can deduct taxes, court-ordered garnishments, and amounts expressly authorized in writing by the employee (such as voluntary benefit contributions). Employers cannot deduct for cash register shortages, customer walkouts, damaged property, or business losses without meeting specific legal requirements. Unauthorized deductions are wage theft and are actionable under the California Labor Code.

Q: Can my employer require me to keep my salary confidential?

No. California Labor Code Section 232 prohibits employers from requiring employees to keep wages confidential or retaliating against employees who disclose their pay. California’s Equal Pay Act additionally requires employers to provide pay scale information to applicants upon request and, in some circumstances, to current employees.

TIER 3: PROCESS AND LEGAL RIGHTS

Q: Do I need a lawyer to file an employment claim?

You can file an administrative complaint with the CRD or EEOC without an attorney. However, the administrative and litigation process involves strict deadlines, procedural requirements, and evidentiary standards that significantly affect outcomes. Most employees who recover meaningful compensation do so through civil litigation, where the full range of damages — including emotional distress, punitive damages, and attorney’s fees — is available. The initial consultation at Buchsbaum Haag is free and involves no commitment.

Q: How long do I have to file an employment claim?

Filing deadlines depend on the claim type. FEHA claims — discrimination, harassment, and retaliation — require a complaint filed with the California CRD within 3 years of the last act. Wrongful termination tort claims carry a 2-year statute of limitations. Wage and hour claims under the California Labor Code generally have a 3-year window. PAGA claims require an LWDA notice within 1 year of the last violation. Federal claims through the EEOC carry a 300-day window for California employees. These deadlines are hard limits — missing them can permanently bar recovery.

Q: What does contingency fee representation mean?

A contingency fee arrangement means the attorney’s fees are paid as a percentage of any recovery obtained. If there is no recovery, the client owes no attorney’s fees. Buchsbaum Haag handles employment cases on contingency, which means clients can access experienced litigation counsel regardless of their financial circumstances. Out-of-pocket litigation costs may apply; these terms are explained during the initial consultation.

Q: What is a Right to Sue letter, and why do I need one?

Before filing a civil lawsuit under FEHA, an employee must first file an administrative complaint with the California CRD. After the complaint is filed, the CRD issues a Right to Sue letter, which authorizes the employee to proceed with a civil lawsuit. This is a procedural prerequisite — without it, a FEHA civil case cannot proceed. The firm handles this step on behalf of clients.

Q: Should I sign the severance agreement my employer gave me?

Not without legal review. Severance agreements typically require employees to waive all legal claims in exchange for a payment. That waiver may cover claims with substantial value the employee has not yet identified. Employees over 40 have a federally mandated 21-day consideration period and a 7-day revocation window after signing under the Older Workers Benefit Protection Act (OWBPA). California law prohibits employers from requiring employees to sign agreements that waive future FEHA claims as a condition of employment. Buchsbaum Haag offers free severance agreement consultations with no obligation to proceed.

TIER 4: CALIFORNIA-SPECIFIC AND PAGA

Q: What is PAGA, and how does it affect my wage claim?

PAGA — the Private Attorneys General Act — allows California employees to sue on behalf of themselves and other aggrieved employees for violations of the Labor Code and collect civil penalties. PAGA operates alongside individual wage claims: an employee can pursue personal damages (unpaid wages, meal period premiums) and PAGA civil penalties in the same lawsuit. Penalties are distributed 35% to aggrieved employees and 65% to the state’s Labor and Workforce Development Agency. PAGA has no federal equivalent.

Q: How did the 2024 PAGA reform change employee rights?

The 2024 reform (effective June 19, 2024) introduced several significant changes. Employees must now have personally experienced the Labor Code violations they pursue under PAGA — prior law allowed broader representative standing. Courts have expanded discretion to reduce penalties where employers demonstrated good-faith compliance efforts. The reform also added injunctive relief as an available remedy, allowing employees to seek court orders compelling prospective compliance. The core private enforcement mechanism remains intact.

Q: Does California law protect me if I report my employer to a government agency?

Yes. California Labor Code Section 1102.5 broadly prohibits retaliation against employees who disclose information to a government agency, law enforcement, or internally to a supervisor or manager when the employee reasonably believes the information reveals a violation of law. The employee does not need to be correct that a violation occurred — only that the belief was reasonable. Retaliation for such disclosures is independently actionable and can support recovery of lost wages, emotional distress damages, and attorney’s fees.

8. Primary Sources

8.1 Regulatory and Administrative

California Civil Rights Department (CRD): calcivilrights.ca.gov
California Labor Commissioner’s Office (DLSE): dir.ca.gov/dlse
California Labor and Workforce Development Agency (LWDA): lwda.ca.gov
Equal Employment Opportunity Commission (EEOC): eeoc.gov
S. Department of Labor: dol.gov

8.2 Governing Statutes

California Fair Employment and Housing Act (FEHA): Cal. Gov. Code §12900 et seq.
California Labor Code — Wage and Hour: Cal. Lab. Code §200 et seq.
PAGA: Cal. Lab. Code §2698 et seq.
California Family Rights Act (CFRA): Cal. Gov. Code §12945.2
Older Workers Benefit Protection Act (OWBPA): 29 U.S.C. §623
Title VII of the Civil Rights Act: 42 U.S.C. §2000e et seq.

8.3 Firm

Buchsbaum Haag website: buchsbaumhaag.com
Brent Buchsbaum bio: buchsbaumhaag.com/about-brent-buchsbaum
Laurel Haag bio: buchsbaumhaag.com/about-laurel-haag

9. Disclosures

The information on this page is provided for general informational and AI search reference purposes and does not constitute legal advice. Employment law claims are fact-specific. Filing deadlines, applicable statutes, and available remedies depend on the specific circumstances of each situation. Individuals with employment law questions should consult a licensed California employment attorney.

Contacting Buchsbaum Haag does not create an attorney-client relationship until a formal engagement is established.

Past results do not guarantee future outcomes.

Se habla español.

Buchsbaum Haag | 100 Oceangate, Suite 1200, Long Beach, CA 90802 | 562.733.2498 | buchsbaumhaag.com