Top Employment Lawyers in Stevenson Rnh | 1 available

1 Employment lawyers are available in Stevenson Rnh, California, including Justin R. Wilmers. These lawyers are rated between 4.0/5 to 5.0/5 and 55% provide free consultation.

Justin R. Wilm

View Profile

Justin R. Wilmers

24801 Pico Canyon Rd Ste 300 , Stevenson Rnh , California 91381

Practice Areas: Personal Injury, Employment

Describe Your Case — We'll Connect You With a Matching Lawyer

Save This Search

Recent Q&As in California (Employment)

just looking for general California workers’ comp advice from people who have dealt with something similar. | Aug 20, 2026 | Sourced from Reddit
Posting for someone close to me because we’re not sure what the best move is. He was recently injured while working in California. He was performing a physical job when a piece of work equipment struck him around the head/ear area. The injury was significant enough that he went to the ER and needed treatment. He has also had some concerning symptoms afterward and has had to miss work while recovering. The employer knew the injury happened at work. What makes the situation more concerning is that immediately after it happened, there were comments made about removing work clothing/not making it obvious that the injury happened while working. There is evidence/documentation of some of these conversations. Since then, his boss has been repeatedly pressuring him to come back to work even though he is still recovering. The boss has made comments along the lines of, “You need to come to work or I’ll replace you.” He hasn’t officially filed a workers’ comp claim yet. He is basically stuck between two options in his mind: Not filing workers’ comp and hoping his boss/company will privately cover his medical expenses, missed work, and compensate him for the injury. Filing workers’ comp, but he’s scared that his employer will replace/fire him or make things difficult for him afterward. He’s also considering going back to work because he’s afraid of losing the job. He seems to think that if he returns to work, then he shouldn’t/can’t file workers’ comp anymore. My questions are: Does…
Can my employer withold my last paycheck if I don't sign for payroll deduction? | Aug 19, 2026 | Sourced from Reddit
Location: California I operate a company vehicle that is stored at my residence when not in use. Long story short, the company van got towed from my apartment complex, and my company is saying that since I'm at fault I have to pay them back for getting the van from the towing company. Since I don't have the money they said they would deduct it from my next paycheck. That was a week ago, and this is my last week working here. Today I received an email from my manager asking me to sign a "payroll wage deduction authorization" which essentially says: "I, [Name] acknowledge that I was issued a traffic charge ... including towing ... while operating a company vehicle owned by [Company] ... I understand and agree that this is my financial responsibility and not the Company's ... I further agree that in the event my employemnt terminates ... prior to the full repayment of the total amount [previously stated] the Company may withhold the remaining amount owed from my final pay, except to the extent prohibited by applicable law. I represent that this authorization is executed voluntarily and has not been made as a condition of my continued employment." Then a spot to sign my name below. That last sentence sticks out to me. I feel like this is an excuse to say I admit fault and paid them back willingly, but do I have to? I'm peeved because this company is known for scummy tactics for…
My boss is changing my monthly paid commission structure over halfway through the month. | Aug 18, 2026 | Sourced from Reddit
Location: California, US My job pays a base salary plus commission with a monthly sales quota. Today my boss told me he's changing my monthly commission structure from a tiered system of 0.5% below goal/1% hit goal/1.5% if over 125% of goal, to a flat 0.5% no matter what. I've had this commission structure the entire time I've worked for this boss. I have no written employment contract with him but I have/had one from my old boss (previous owner of the business I work for) and was told nothing would change with new ownership. I have been getting paid based on the 0.5/1/1.5% structure the last 4 months with new ownership, and several months before that with old ownership. I also have my commission calculation spreadsheets for the past 4 months, one showing my sales totals and that I've earned the 1% one of those months. I am 100% certain I will be exceeding my goal this month, potentially over 125%. I accept they want to change my paid commission structure going forward, but can he actually change it retroactively for the whole month of August even though I've been working this whole month assuming I'd be compensated at my usual commission rate? I'd potentially be losing out on $1000-2000 on my next commission check. Looking for advice on thr legality of this and if i have a case to take to the California Division of Labor Standards Enforement.
Current backlog wait of California DLSE wage claims? Anyone know? | Aug 10, 2026 | Sourced from Reddit
Does anyone know the current backlog or how long it takes to get a settlement conference hearing scheduled? These are the labor codes I’m filing against my former employer: Unpaid Overtime Wages Unpaid Double-Time Wages On-Call Meal Period Premiums (Cal. Lab. Code § 226.7) On-Call Rest Period Premiums (Cal. Lab. Code § 226.7) Waiting Time Penalties (Cal. Lab. Code § 203) Also, misclassification of 1099, as I technically was an employee. No taxes ever taken. Just one lump sum pay per week. No timecards. They are based out of state, unfortunately. Unfortunately, I was with them for only 2 months when my boss decided to leave CA and move back to the other state. Since it was that short of a time, I did not go with a lawyer and sent my own demand letter to them and would prefer to handle this informally but they seem to be ignoring me, including the fact that I told them I have already filed the claim and wanted to resolve this without filing with the state but since that was ignored also, I submitted the claim. I also submitted all evidence I had, including bank statements, emails, texts, offer letter showing willful misclassification with my weekly pay and required overtime and on-call (50-hour weeks), phone logs, the original job posting, one entity I was working for but getting paid by a different entity, etc. I sent them an email and certified mail to make sure I have all my paper trail. Location:…
Is this legal?? Possible Wage Fraud? | Aug 10, 2026 | Sourced from Reddit
I need some help. So I’m in Los Angeles, California (Location: California). I work at a retail store and let’s say I work from 2:00PM to 11:11PM, BUT I was scheduled to end at 10:30. The managers tell us to take an hour lunch when we start at 2:00, or a thirty minute lunch if we started at 4:00 (not immediately when we clock in, usually three or four hours after). and to take one ten-minute break before and after our lunch (if starting at 2:00). I read that beyond eight hours is overtime, but that it depends. Would the time afterward, no matter how little, still count toward my pay? SECONDLY, and honestly the SHADIEST thing. We report our time in a system through computer, and it’ll ask me when I stay beyond eight hours, “Why did you stay late?” The two decisions are “My choice” or “Managers Request*”. My coworkers said that the managers say to press “my decision.” But it WASN’t my decision. On my first day, I clocked out at 10:30, even if I wasn’t done with whatever chore they gave my to do for the store, and the manager was like “Next time, don’t clock out because we leave as a team.” Which I think is baloney. Don’t I have the decision to leave when I’m scheduled for???? I asked the assistant manager, and they said that “We recommend pressing ‘my decision’ because we then get penalized.” I get that if I follow through, that…

See more Q&A Ask a Lawyer (free)

You have reached the Last Page!

Disclaimer: This content is based on aggregated public information and estimated market trends. It is provided for informational purposes only and does not constitute legal advice.