You Speak with an Attorney · No Fee Unless We Win · Se Habla Español
EMPLOYMENT LAW ATTORNEYS
Rialto Employment Lawyers
Pressure to meet a target can become a legal concern when breaks, pay or your ability to report a problem are affected. Lawyers for Employee and Consumer Rights (LFECR) represents employees in Rialto in wage, retaliation and other workplace cases. Discuss your experience in a free, confidential case review.
NO OBLIGATIONS · NO UPFRONT COST · FREE AND CONFIDENTIAL
$100M+
Recovered
Employee-Side
Representation
Since 1999
California Practice
WHAT TO EXPECT
What Happens When You Contact LFECR
1
Tell Us What Happened
Call us or submit the free case review form. We’ll ask a few focused questions about what happened at work and what you’re dealing with now.
2
An Attorney Reviews Your Options
If your matter may be one we can help with, an attorney can explain the issues, answer your questions, and discuss possible next steps.
3
You Decide What Comes Next
There is no obligation to hire us. If we accept your case, representation is on a contingency basis, with no upfront attorney’s fees. Attorney’s fees are owed only if we recover compensation for you.
UNDERSTANDING YOUR RIGHTS
When Production Targets Interfere With Workplace Rights
In warehouse or distribution work, a target may be communicated through a scanner, a posted rate or a supervisor's instructions. Explain what was expected and how it affected your shift. We can assess a quota concern alongside missing wages, missed breaks or discipline after you raised a problem.
We help employees in workplaces such as:
Warehousing & Distribution
Manufacturing
Transportation
Retail
Construction & Trades
A target does not have to be called a quota for its effect on the job to deserve review. Describe how it was measured and enforced.
$100M+
RECOVERED FOR CA WORKERS SINCE 2015
30+
ATTORNEYS & STAFF
Not sure if what happened to you is illegal? That's exactly what we're here to figure out with you.
How We Help
Employment Law Cases We Handle
Wrongful Termination
Fired, forced out, or punished for discriminatory, retaliatory, or other unlawful reasons.
Unpaid Wages, Wage Theft & Overtime
Unpaid overtime, off-the-clock work, missing final wages, tip violations, or other pay you may be owed.
Meal and Rest Breaks
Missed, shortened, or interrupted meal and rest breaks that may entitle you to additional pay.
Workplace Discrimination
Unfair treatment based on race, sex, age, disability, pregnancy, religion, national origin, or another protected characteristic.
Workplace Harassment
Sexual, racial, or other unlawful harassment connected to a protected characteristic.
Hostile Work Environment
Severe or pervasive workplace conduct that may create an abusive or unlawful working environment.
Whistleblower & Retaliation
Fired, demoted, disciplined, or otherwise punished after reporting suspected misconduct or asserting protected rights.
FMLA Leave
Protected leave denied, interfered with, or used against you after you exercised your leave rights.
Misclassification
Treated as an independent contractor when California law may require employee status, wages, and benefits.
Privacy Violations
Improper monitoring, access to private information, medical-record disclosures, or other workplace privacy concerns.
Workplace Injury
Injuries connected to unsafe working conditions, employer negligence, or other workplace hazards.
Child Labor Laws
Violations involving a minor’s work hours, pay, permits, duties, or workplace conditions.
THE LFECR DIFFERENCE
Why Employees Choose LFECR
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Speak directly with an attorney. When you call LFECR, you speak with an attorney, not a paralegal or intake specialist who simply routes you elsewhere.
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We only represent employees. For employment matters, LFECR represents workers, never employers, so the firm is always on the employee’s side.
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No upfront attorney’s fees. If LFECR accepts your case, you pay no attorney’s fee unless the firm secures a recovery for you.
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Cases other firms may decline. LFECR considers claims other attorneys may turn down as too small or too complex.
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More than $100 million recovered. LFECR has recovered more than $100 million for California workers and consumers since 2015.
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Se Habla Español. Bilingual service is available for Spanish-speaking clients.
FIRM LEADERSHIP
Meet Robert Ebert Byrnes, Head of Litigation & Managing Partner
EMPLOYMENT LAW ATTORNEY
Robert Ebert Byrnes
Robert Ebert Byrnes leads the litigation practice at Lawyers for Employee and Consumer Rights (LFECR). Admitted to the California State Bar in 1999, he practices employment law on behalf of workers in state and federal courts and in arbitration, including proceedings before the AAA and JAMS. He earned his J.D. from Stanford Law School, a Master of Public Policy from Harvard University, and an A.B. from Brown University.
Stanford Law J.D.
CA Bar No. 200761
Admitted in 1999
Awards & Recognition
Robert Ebert Byrnes and Lawyers for Employee and Consumer Rights have earned recognition for client service and employment-law representation.
Professional Affiliations & Organizations We Support
LFECR and its attorneys participate in professional and advocacy organizations focused on employee rights, consumer protection, and access to justice.
FAQs
Your Employment Law Questions
Can my employer retaliate against me for reporting a workplace violation?
California law prohibits retaliation for many protected activities, such as reporting certain wage violations, discrimination, harassment, safety concerns, or suspected unlawful conduct. Retaliation can include termination, demotion, reduced hours or pay, or other adverse action. Whether a particular report or complaint is legally protected depends on the facts and the law involved.
How long do I have to file an employment claim in California?
Deadlines vary significantly by claim. For example, many California discrimination, harassment, and retaliation complaints filed with the Civil Rights Department generally must be started within three years, while many wage claims have deadlines ranging from one to four years depending on the violation. Some retaliation complaints before the Labor Commissioner generally have a one-year deadline. Because the applicable deadline depends on the claim and facts, it is important to get advice early.
How much does it cost to hire an employment lawyer?
LFECR offers free, confidential case reviews with no obligation. If the firm accepts your case, representation is handled on a contingency basis, meaning there are no upfront attorney’s fees and attorney’s fees are paid only if LFECR obtains a recovery or compensation for you.
Will my employment case have to go to court?
Not necessarily. Employment disputes may resolve through negotiation or settlement, and some cases are handled in arbitration rather than court. If litigation is necessary, LFECR represents employees in California state court, federal court, and arbitration proceedings, including AAA and JAMS matters.
Can a warehouse quota prevent me from taking required breaks?
Client Reviews
What Clients Say About LFECR
Discuss the Target, the Working Conditions and the Response
EMPLOYEE-SIDE REPRESENTATION
Quota Notices and Performance Warnings
EMPLOYEE-SIDE REPRESENTATION
We represent workers, never employers.
NO UPFRONT ATTORNEY'S FEES
No attorney's fee unless we recover for you.
FREE & CONFIDENTIAL CASE REVIEW
Discuss your situation with our team with no obligation.
HOW WE WORK WITH YOU
Start Your Case Review From Anywhere in California
PHONE & ONLINE CASE REVIEWS
Call or submit our online form to get started.
STATEWIDE EMPLOYEE REPRESENTATION
LFECR serves workers throughout all 58 California counties.
LFECR HEADQUARTERS
Burbank, CA
3500 West Olive Avenue, Third Floor
Burbank, CA 91505
FREE CASE REVIEW
Get Help With a Workplace Problem in Rialto
No obligation · No upfront attorney's fees · Free and confidential
