California law voids all non-compete agreements — full stop. Employers in other states use non-compete threats to bully employees into accepting reduced severance. In California, that weapon doesn't exist.
Other states: Employers threaten: "Sign for less, or you can't work in your industry for two years."
California: Non-competes are unenforceable. Employers must compete on compensation alone to earn your signature.
Your leverage;
We negotiate from a position of strength knowing your employer cannot restrict where you work next. Many companies will pay a premium to secure non-solicitation agreements — since non-competes aren't an option.
California Business & Professions Code § 16600
California's wage and hour laws are violated far more often than employers admit — and the penalties are automatic, not discretionary. Unpaid overtime, missed meal breaks, and off-the-clock work aren't just petty violations. They're violations of a strong public policy designed to ensure work and wages are fairly distributed, not offloaded onto employees forced to carry more than their share.
Most clients come to us with multiple wage and hour claims they didn't know they had.
Your leverage: Once discovered, these claims carry significant penalties — and California law shifts litigation costs to the employer under many of these statutes. Smart employers settle. We find what they owe you, and we make sure they know we found it.
California Labor Code §§ 510, 512, 245-246, 226, 226.7, 227.3, 203, 2802
California law protects employees who report suspected legal violations — not just to government agencies, but to supervisors and coworkers. The coverage is far broader than federal law.
Your leverage: If your termination followed any complaint about company practices — safety, pay, discrimination, anything — you may have a strong retaliation claim, especially if it happened within 90 days. Retaliation claims significantly increase severance value, and employers know it.
California Labor Code § 1102.5; Government Code § 12653
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