Kristine blog

At RD Law Group our top California Employment Lawyers are here to help you through your employee problem. Learn how we helped our client Kristine S., a 28-year-old woman, who worked for a finance company.

She was being asked to work more than 40 hours per week and was not being paid for overtime. She was also asked to work through lunch and was not given legally required breaks during the day.

Kristine’s boss was taking advantage of her. Because the work environment was causing so much stress and anxiety, she had no option other than to quit her job.

She contacted RD Law Group, and we handled the rest.

Read more below about Kristine’s “California Wrongfully Forced to Quit” Case.

Case Type: Wrongfully Forced to Quit
Name: Kristine S.
Age: 28
Employment: 1 ½ years

Claimant Information

Our client Kristine, a 28-year-old female, worked Mon – Fri, 9am – 4pm as an assistant at a finance firm. She always had to work past 5:00 pm and never got paid for the OT. Additionally, she would often be required to work through her lunch break. Our client respectfully complained to her manager and supervisor concerning meal breaks and unpaid regular and overtime wages. She spoke with HR, about the constant interruptions during her lunch break, but the manager informed her that was part of the job.

In addition, Kristine had to clock out at 4:00 pm, but could not leave work until her boss left. As a result, she would end up staying at work 30-60 minutes later each day.

Sadly, Kristine’s complaints were ignored by HR and management. She realized she could no longer work for free and must resign. Often, many people feel they have no other course of action than to resign from a job because a company fails to fix a bad work situation. The legal term for what happened to Kristine is Constructive Termination due to Unpaid Wages and Meal Breaks.

RD Law Group Resolution

Kristine contacted our highly-rated employment law firm in Los Angeles to discuss her situation for free. She provided us with text messages and calls she received during her scheduled lunch break. Because of the documentation and evidence that Kristine shared with us, we were able to build a strong case. We got her paid for unpaid overtime, interrupted meal breaks, non-existent rest breaks, and constructive termination.

Legally in the state of California, a full-time employee must be given a 30-minute uninterrupted lunch break based on CA Labor Laws. Additionally, CA Law requires an employee to be paid time and a half after 8 hours per day. We got her a confidential settlement and had her employer sign a “Natural Reference Clause” so that she could apply for other jobs and keep her job on her resume without fear of retaliation.