California Lawyers David A. to David Abner

Explore California attorneys like David A. Niddrie, David A. Prahl, David A. Riegels, David A. Saltzman, David A. Scharlach, David A. Schwarz, David A. Segal, and David Abner. in cities like San Diego, Sacramento, Sacramento, Irvine and El Segundo. These attorneys specialize in in Zip codes like 92101, 94111, 90245.

David Abner

David A. Tong

David Aberneth

David Abel

David A. Schar

David A. Schwa

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David Abner

Firm: David M Abner & Associates

400 Continental Blvd Fl 6 , El Segundo , California 90245

Practice Areas: Appellate , Family , Business, Business

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David A. Tong

Firm: Keesal, Young and Logan, A Professional Corporation

400 Oceangate PO Box 1730 , Long Beach , California 90801

Practice Areas: General Practice

Google Review

“Thank you David Dastrup for your services. Before I contacted David I actually contacted a few other websites or lawyers and spoke to three of them and out of the lawyers that cont…”

— Henry Hernandez

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David Abernethy

Firm: Law Ofc D Scott Abernethy

442 Rumsey Pl , Placentia , California 92870

Practice Areas: Real Estate

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“I endorse this lawyer.”

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David Abel

Firm: DLA Piper US LLP

1999 Avenue Of The Stars Fourth Floor , Los Angeles , California 90067

Practice Areas: Patents, Intellectual Property, Intellectual Property

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David A. Scharlach

Firm: Borton Petrini, LLP

PO Box 277790 , Sacramento , California 95827

Practice Areas: Construction Defects,Personal Injury,Premises Liability,Real Estate

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David A. Schwarz

Firm: Irell and Manella LLP

900 1800 Avenue of the Stars (Century City , Los Angeles , California 90067

Practice Areas: General Practice

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David Aaron Weinberger

11900 West Olympic Boulevard Suite 800, Post Offic , Los Angeles , California 90064

Practice Areas: Birth Injury, Defective Products, Business, Employment, Internet, Life Insurance, Construction

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David A. Wimmer

9401 Wilshire Boulevard 828 , Beverly Hills , California 90212

Practice Areas: Labor ,Wages/Commissions/Overtime,Wrongful Termination

Avvo Review

“My company has been Mr. Wimmer's client for over 15 years. Time and again, he has provided quality, practical advise both in advance of issues when we...a client”

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David A. Soldani

Firm: Atkinson, Andelson, Loya, Ruud and Romo, A Professional Corporation

17871 Park Plaza Drive 200 907 , Cerritos , California 90703

Practice Areas: Municipal

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David A. Sprowl

Firm: Eadington, Merhab and Eadington, A Professional Corporation

20411 Southwest Birch Street 310 , Newport Beach , California 92658

Practice Areas: Civil ,Estate Planning,Insurance

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David A. Willoughby

Firm: Kennedy, Archer & Giffen, a Professional Corporation

24591 Silver Cloud Court , Monterey , California 93940

Practice Areas: Real Estate, Real Property, Business Law, Transactional Municipal, Public Agency Law

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4 Park Plaza , Irvine , California 92614

Practice Areas: Antitrust & Trade Regulation,Business & Commercial,Computers and Software,Intellectual Property ,Patents,Trademarks

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David A. Saltzman

Firm: Squire, Sanders and Dempsey L.L.P.

600 Hansen Way , Palo Alto , California 94304

Practice Areas: Corporate

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David A. Riegels

Firm: Riegels Campos and Kenyon LLP

2500 Venture Oaks Way 220 95 , Sacramento , California 95833

Practice Areas: Business & Commercial,Business ,Civil ,Construction ,Insurance

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David A. Steinberg

Firm: Mitchell Silberberg and Knupp LLP

11377 West Olympic Boulevard , Los Angeles , California 90064

Practice Areas: Copyrights,Entertainment & Sports ,Intellectual Property

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Recent Q&As in California

Domestic Violence and Custody | Aug 26, 2026 | Sourced from Reddit
I am in desperate need of help. I don’t know what to do anymore. I’m and 37 year old female. Location: Katy, TX and Sacramento, CA. I’ve been dealing with something for the last 6 months and I’ve been trying to handle it without involving a lot of people but now I am to the point I’m desperately seeking help and guidance. On Valentine’s Day of this year my ex boyfriend beat and strangled me. Amilyah, our oldest daughter was a witness. I had to fight that man for my life. I feared for my safety and the safety of my girls so I packed us all up and left California a week later and moved to Texas. I did press charges and there is a 5 year protective order for me and my oldest. Neither one of our girls want to see him, especially the oldest. My ex is currently in jail right now. Before he went to jail he filed a summons for joint custody of both of our girls. I only have 30 days to respond, my 30 days is up on September 4th. I’ve spent the last few weeks trying to obtain legal advice or a lawyer but I have not been successful a lot. I can’t afford any lawyers I’ve tried to obtain I can’t even afford legal consultations. I reach out to WEAVE and their legal department and they couldn’t do much help. I reached out to the Self Help department at the family…
Can i sue my employer for sharing confidential private information with somebody who was an employee at the time as well ? | Aug 26, 2026 | Sourced from Reddit
Location: California I was wondering if there was anything I can do legally . Let me start off by saying I work at a very high-school like environment. Bullying , hostile work environment faced with retaliation if spoken up about. 2 years ago I went to my boss when I first found out I was pregnant to let him know that it was high risk and I would be having a lot of appointments .. giving him a heads up about my situation... a couple days later I ended up having a miscarriage. Called him let him know , he gave me leave for the time that I needed . After my time was up went back to work , still faced bullying ,spoke up , nothing was done , stayed quiet . 1 of the employees there who made the job hard with the constant bullying and talking crap also happenes to be very good friends with my boss outside of work . Months later I find out he told that same employee what had happened to be because when he heard him and I quote " talking a lot of shit about you" he said he replied with "dont be mean to her , she just lost a baby" after that. That same employee told a few other employees there and I became the subject of conversation. Its been very stressful, and I can honestly say its been emotionally damaging . I was wondering if there's anything that…
Is my company discriminating against pregnant women? (CA, USA) | Aug 25, 2026 | Sourced from Reddit
Location: California, USA Hi all, in the state of California, you are considered disabled at 36 weeks of pregnancy. I had an approved disability claim with the state of California with paperwork from my doctor stating my disabling condition was pregnancy. I filed paperwork with my work for a pregnancy disability claim and twice they denied my short term disability leave stating “being 36 weeks pregnant is not sufficient information. your doctor must provide specific information as to why you cannot work”. To get the documentation exactly how they wanted I would need to schedule an appointment and tell my doctor what to write on the form which didn’t seem right to me either. Going back and forth and going to my doctor was frankly exhausting especially when the baby was expected any day at that point so I told them to forget it and I would take unpaid pregnancy leave. I find it seriously legally questionable that the state of California could find me disabled but my work (or rather the 3rd party representing my work) said I was not disabled and refused my claim. I spoke to other women and they experienced the same. They were not paid disability until the baby was born. Are pregnant women being denied disability illegally? or is this something my work is able to do? I live and work in California, the other women I asked live and work in California. Thank you in advance.
California payroll issue: missed paycheck, $2,000 Zelle, and incorrect final paystub — what should I do? | Aug 24, 2026 | Sourced from Reddit
I recently left my MDS LVN position at a SNF due to management is really bad and I feel sorry for the resident that is currently admitted. My agreed rate was $52/hr. Payroll schedule was 1st–15th paid on the 25th, and 16th–end of month paid on the 10th. I worked 40 hours from 7/27–7/31. My iSolved account wasn’t set up correctly, so I completed a paper timecard and gave it to the facility administrator. The administrator was the person responsible for entering my hours into iSolved. Those July 27–31 hours should have been paid on 8/10, but I received no paycheck. On 8/3, I reported COVID exposure, worked about 3 hours, was sent home, then tested positive. I did not work [8/4–8/12](tel:8/4-8/12) while isolating unpaid since I’m new. After following up about the missing 8/10 paycheck, I spoke with my administrator demanding my check so my administrator sent me $2,000 via personal Zelle on 8/13 as advanced since he admitted that he deaden a mistake and did not process my hours. No paystub was provided for the Zelle payment. At the time I understood it to be connected to the missed payroll. Now that I’ve left, he was asking me for the $2,000 back and he says it was his personal money to help me with rent. I dispute that characterization and I also have the texts/Zelle record that indicated that money was sent to cover his mistakes from the corporate HR but he did not expect that I would…
21, first job in California employer made this 2-year non-compete a condition of employment. Is this legal? | Aug 23, 2026 | Sourced from Reddit
Location: California I’m 21 and this is my first job in California. When I was given my employment contract, I was also given this separate non-compete agreement and told it was part of what I needed to sign for the job. I’ve heard they are illegal now. For more context,I’m an hourly, at-will employee in a real estate/property-management support role. I’m fine with reasonable confidentiality and trade-secret protections, but this seems extremely broad. Is this legal in California? And what rights do I have if signing this was made a condition of employment? Should I just sign and deal with it later? NON-COMPETE AGREEMENT This Non-Compete Agreement (this “AGREEMENT”) is made _________ by and between [COMPANY], (the “COMPANY”) and [EMPLOYEE] (the “EMPLOYEE”). WHEREAS, the parties hereto recognize and agree that the services of the Employee are special and unique and that he/she has special fiduciary duties to the Company as an Employee; WHEREAS, for the foregoing reasons, a covenant on the part of the Employee not to compete during his employment and for a reasonable period after the termination or expiration of his/her employment is essential to protect the business of the Company; NOW, THEREFORE, it is hereby agreed by the Company and the Employee as follows: 1. NON-COMPETE. During the period of the time that the Employee is employed by the Company and for a period of two (2) years after the termination or cessation of employment for any reason (both periods of time, taken together, being referred to…

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