Millions Recovered For Employees Each Year

About the Firm

Bibiyan Law Group, P.C. is a boutique plaintiff’s employment litigation firm dedicated to obtaining the highest level of results for mistreated employees. As advocates for workplace justice, Los Angeles Employment Law Firm Bibiyan Law Group has represented employees throughout California in a variety of employment law matters. Since its opening, Bibiyan Law Group recovers millions of dollars each year on behalf of employees in both individual and class actions for unpaid wages, penalties, and emotional distress. Our representation of employees spans not only all of Los Angeles County, but also in Northern California, in Kern County, Ventura County, and San Bernardino County, and all across the state of California.

Unfortunately, employers often take their employees for granted. They also ignore or misinterpret California employment laws to the detriment of California employees. This often results in unlawful harassment at the workplace, for example, based on sex or race. It also results in people losing their jobs, for example, due to employers not wanting to employ or comply with leave laws for pregnant employees. And, most often, it can take the form of unpaid wages, such as by failing to pay not being paid wages they are owed, failing to give lunch and rest breaks as required, or failing to pay California employees their work-related expenses incurred during employment, such as for uniforms.

Employers all too often get away with these unlawful practices and procedures. However, over the years, Los Angeles Employment Lawyer David Bibiyan has developed successful strategies to deal with these violations of law that have helped efficiently resolve disputes against employers and in favor of employees. Whether your issue is resolved through aggressive litigation or zealous negotiations, our goal is to facilitate the legal process and provide employees the justice they deserve.

A few examples of the creative solutions we have provided employees across California are as follows:

  • A worker terminated from an aerospace parts maker that he was terminated from his employment in an unfair manner. We did further research and learned that not only he, but thousands of over employees, seemed to have a few minutes shaved off their pay each day due to unlawful rounding. Also, we saw that employees often had shortened or missed breaks. That employee became the class representative of a class action that resulted in the recovery of millions of dollars for the thousands of employees that worked for the employer and temporary agencies placing employees with it.
  • A worker served as a store manager of one of many stores. After receiving surgery, her employer refused to schedule her to work anymore. The store manager found us to bring a wrongful termination suit. We noticed that not only did it seem that her disability caused her termination, but we also noticed that the store manager at each store was paid a salary without any overtime pay or pay for missing breaks. We further noticed that store managers did a lot of the same work as the other store employees that were entitled to overtime pay and pay for missed breaks. Not only did we recover a six-digit amount for her termination on the basis of disability, but we also recovered over a million dollars for the store managers for their potential misclassification as salaried exempt employees. The chain of stores also agreed to change their practices so that the managers were paid for overtime and breaks moving forward.
  • A hospital employee began feeling physical symptoms from years of working the night shift. When her doctor temporarily restricted her from working the night shift, the hospital terminated her employment. It said the reason it stopped scheduling her was because there were no positions available in the morning of afternoon shift. When we took the Human Resource director’s deposition, she admitted that the hospital did not check with other employees to see if they would switch positions with her; did not offer them more pay to switch with her; did not check to see if she could fulfill other positions for the hospital; and did not provide her with time off to see if her physical symptoms would heal so she could return to the night shift. We recovered a mid-six digit settlement for the hospital employee almost exclusively for emotional distress she suffered from the termination.

These are just a few of many examples of the work we do every day on behalf of hard working employees who are mistreated by their employers. Indeed, wherever there is a California employee who is being taken advantage of by their employer, we are here to lend a helping hand to ensure those practices are rectified. This includes working to make sure that you are made whole to the extent possible, as well as making efforts to ensure the employer changes its practices so that others are not hurt by the same policies or procedures.

Employment laws can be complex and employers may seem intimidating. No matter how blatant employment violations seem, employers and their attorneys manufacture excuses to show why you were paid all of your wages or why your termination was lawful. However, excuses can be torn down and employment violations shown for what they are. That is why Bibiyan Law Group exists: so employees do not have to be alone in their uphill battle against their employers who all too often trample their rights.

Don’t let your employer or former employer bully you. You have rights and we are here to help you know them and vindicate them.

If you were mistreated at work, believe you are not being compensated properly, or believe you were wrongfully terminated, our office will take all possible measures to provide you with the best outcome. If you think you may have a possible claim, or would like information regarding your rights, contact Los Angeles Employment Law Firm Bibiyan Law Group. We will work with you to determine whether or not you may have a case against your employer, what the potential case may be, and can recommend a next step toward vindicating your employment rights.