Licata & Yeremenko, A Professional Law Corporation FindLaw IM Template 2026-06-26T10:12:04Z https://www.lylegal.net/feed/atom/ WordPress /wp-content/uploads/sites/1404733/2025/05/cropped-logowhitesilver-32x32.png On Behalf of Licata & Yeremenko, A Professional Law Corporation <![CDATA[Signs of a TBI after a semi-truck accident]]> https://www.lylegal.net/?p=49284 2026-06-23T10:12:38Z 2026-06-26T10:12:04Z Common symptoms you may experience That being said, there are many common TBI symptoms that you want to look for, including:
  • Headaches or migraines, especially if they get worse with time
  • Loss of consciousness, even if just for a few seconds
  • Increased sensitivity to stimuli such as lights and sounds
  • Mood swings and mental confusion
  • Balance issues, which may be caused by dizziness or lightheadedness
  • Seizures or convulsions
  • Changes to your sleep patterns, such as difficulty waking up
  • Slurred speech or trouble finding the right words
  • Numbness and tingling throughout your body, especially in the extremities
  • Uncoordinated movements
  • Loss of vision or enlargement of your pupils
  • Feelings of restlessness and agitation
A key concern is whether these symptoms are clearing up with time or getting worse. If they are getting worse, it could indicate that a serious TBI has occurred, such as bleeding within the brain. It is important to talk to medical professionals, and you’ll also need to know if you have a right to seek compensation for your medical expenses and other costs. If you would like to learn more, do not hesitate to reach out to our law firm for an initial consultation in the wake of an injurious crash.]]> On Behalf of Licata & Yeremenko, A Professional Law Corporation <![CDATA[Are bonuses and commissions part of a worker’s wages?]]> https://www.lylegal.net/?p=49282 2026-06-09T10:38:44Z 2026-06-12T10:38:19Z Employers should uphold contracts If a worker’s employment contract includes terms that might make them eligible for bonuses or if they receive commissions to supplement their base pay, their employers have an obligation to uphold those promises. Contractual bonuses are non-discretionary bonuses that are part of a worker's wages, provided that they meet the standards included in the contract. Commissions are also typically a part of a worker’s pay. Both arrangements outlined in contracts or in company-wide communications intended to motivate better job performance can make employers liable for promised bonuses and commissions. Workers denied commissions or bonuses may need to read contracts, employee handbooks or company-wide emails to validate that they met the requirements for the promised additional compensation. Reviewing pay records and information about potential bonuses or commissions with a skilled legal team can help workers identify when employers may have violated their pay rights. A wage and hour lawsuit can help workers secure the commissions or bonuses they deserve after meeting employer standards.  ]]> On Behalf of Licata & Yeremenko, A Professional Law Corporation <![CDATA[Gaslighting after workplace sexual harassment]]> https://www.lylegal.net/?p=49279 2026-05-27T13:22:26Z 2026-06-01T13:21:34Z Gaslighting is a tactic that people sometimes use to distort the truth and manipulate others. They essentially try to make another person question their own recollection of events or their perception of reality. This sometimes happens after workplace sexual harassment. The victim may speak out about what happened to them, and the perpetrator will then begin gaslighting them and trying to present a different version of events.

Placing blame

One example is when the person accused of harassment tries to blame the victim. Maybe they claim that the victim invited the unwanted conduct. Perhaps they argue that the victim was involved in a consensual relationship and did not have any problem with the behavior that is now being described as harassment. Either way, the perpetrator is trying to shift the blame away from themselves and onto the victim.

Disputing the account

Gaslighting can also be used to dispute the victim’s account of events. The perpetrator may claim they never did the things they are accused of doing and offer a very different recollection of what occurred. For example, someone who made crude comments about another person’s sexuality may later claim they were “just joking” and that everyone viewed the comments as lighthearted or funny, rather than as an instance of sexual harassment.

Defending your rights

If you have experienced sexual harassment on the job, it can be extremely frustrating to face gaslighting and similar tactics when you try to tell your story. It is important to remember that you do have legal rights, you do not deserve to experience harassment, and you need to understand what steps to take moving forward.]]> On Behalf of Licata & Yeremenko, A Professional Law Corporation <![CDATA[Putting down the phone does not always end the distraction]]> https://www.lylegal.net/?p=49277 2026-05-14T11:37:08Z 2026-05-19T11:36:39Z Drivers should not use their cellphones behind the wheel, as they are a significant source of driver distraction. Someone who is trying to text and drive is vastly more likely to cause a car accident, similar to someone who is impaired by alcohol. They are simply going to make avoidable mistakes due to the distraction. However, there are drivers who still want to engage with their device in the car. To avoid a citation for texting and driving, and to attempt to avoid the distraction itself, they decide to use the cellphone at red lights. As long as they are stopped and waiting for the signal to change, they think it is safe to check their notifications or text messages.

The mental distraction lasts for 27 seconds

It is true that putting the phone down when the car is in motion reduces the physical and visual distraction. The driver is holding the wheel and looking at the road while the car is moving. But what drivers sometimes fail to realize is that using a cellphone is also a cognitive or mental distraction. Studies have found that this lasts for around 27 more seconds, even after that driver has stopped engaging with their mobile device. In other words, as the driver begins moving again and navigates through the intersection, they are still mentally distracted and much more likely to cause a serious car accident.

Do you deserve financial compensation?

The best tactic is simply to stay off your phone any time you are in your vehicle, whether it is moving or not. Even if you do this consistently, however, you could suffer injuries in an accident that another distracted driver causes. If so, then you may deserve financial compensation for medical bills and other damages.  ]]> On Behalf of Licata & Yeremenko, A Professional Law Corporation <![CDATA[Can you claim pain and suffering benefits if you are uninsured?]]> https://www.lylegal.net/?p=49273 2026-05-11T15:34:50Z 2026-05-14T15:33:58Z A car crash can turn your life upside down in an instant. If you were uninsured at the time, you may wonder what benefits you can still pursue in California. The truth is, your insurance status plays a bigger role than you might expect in determining what you can recover from a personal injury claim.

Two types of damages in a car crash

Before diving in, it helps to understand how California law categorizes the damages you can seek in a car accident claim. Two main types apply:
  • Economic damages: These cover measurable financial losses you suffer as a direct result of the crash, such as medical bills, property damage and lost wages.
  • Non-economic damages: These address the personal toll a crash takes on your life, from physical pain and emotional distress to the activities you can no longer enjoy. Pain and suffering falls under this category.
Knowing where pain and suffering sits within these two categories matters more than you might think, particularly if you did not carry insurance at the time of the crash.

What California law says about uninsured drivers

This key distinction matters greatly under California law. State law bars uninsured drivers from claiming non-economic damages in a car accident, even if the other driver caused the crash. This means you cannot seek pain and suffering compensation without insurance coverage, regardless of who caused the accident. However, you may still recover economic damages, such as medical expenses and lost income. 

Key exceptions you should know

That said, the rule does not apply to every situation. You may still have the right to seek pain and suffering damages depending on the specific circumstances of your crash. Here are three exceptions worth knowing:
  • Passengers: If you were a passenger in the uninsured vehicle, California law generally does not bar you from seeking pain and suffering damages, unless you owned the vehicle.
  • The drunk driver exception: If a court convicts the at-fault driver of driving under the influence (DUI) related to the accident, the restriction no longer applies and you can sue for full damages.
  • Employer vehicles: If you were driving a work vehicle that your employer failed to insure, the law generally still protects you.
Each of these exceptions depends on the specific facts of your case, which is why fully understanding your situation matters before you move forward with a claim.

Know where you stand after a California crash

Lacking car insurance does not automatically mean you are without legal options after a crash. California law carries many nuances and the specific details surrounding your accident often shape the outcome of your claim. Taking the time to learn what applies to your situation can make a real difference in what you recover. The more you know about your rights and options, the better you can prepare yourself to make the right decisions for your case.]]> On Behalf of Licata & Yeremenko, A Professional Law Corporation <![CDATA[What is retaliation at work?]]> https://www.lylegal.net/?p=49270 2026-05-01T01:51:24Z 2026-05-07T01:50:11Z Retaliation at work occurs when an employer takes negative employment actions against an employee because the employee engaged in a protected activity. Some examples of protected activities include reporting discrimination or harassment, participating in an investigation, taking Family and Medical Leave Act leave, raising concerns about wage and hour issues and requesting reasonable accommodations.

How does retaliation occur?

Retaliation is often direct and obvious. This includes being terminated after the protected activity or having a worker’s hours cut. Retaliation can also be subtle and hard to spot. This can include things like suddenly losing hours or being disciplined in a harsher manner than others. Even actions like being excluded from meetings or being subjected to negative performance reviews that aren’t warranted are also possible retaliation. The key here is that the negative employment actions must be in response to the protected activity, but proving that requires more than just timing. Employees who are facing retaliation should document all negative employment options because that can be critical for a case against their employer. Retaliation laws are designed to protect workers who raise concerns in good faith or who otherwise utilize the benefits they’re provided by law. When retaliation occurs, these workers may opt to take legal action, but this can be a complex undertaking. Working with a legal professional who is familiar with these matters can help them as they navigate the process.]]> On Behalf of Licata & Yeremenko, A Professional Law Corporation <![CDATA[California employees have break and meal period requirements]]> https://www.lylegal.net/?p=49267 2026-04-15T13:47:06Z 2026-04-20T13:46:21Z Employees in California have very specific rights that aren’t present in many other parts of the country. One of these is the right to take breaks and meal periods. These are built into the state’s labor laws and come with very specific requirements.  Because some employers may not respect these requirements, it’s critical that employees know exactly what breaks and meal periods they’re due. 

Are meal periods and breaks paid?

Meal periods are unpaid as long as the employee is fully relieved of all work-related duties for the entirety of the meal period. The employee must be free to leave the business and enjoy their meal period how they see fit. Breaks are paid, partly because they’re so short. 

What meal periods are required for California employees?

For nonexempt employees, a meal break is required if their shift lasts more than five hours. The employee can waive the meal break if they work less than six hours. Typically, the meal period should happen at the midpoint of the shift, but it must always begin before the end of the employee’s fifth hour of work. If the employee works more than 10 hours, a second meal period is required. The employee can waive one of the two required meal periods if they work less than 12 hours in the shift. 

What breaks are required?

Employees must be provided with a 10-minute break for every four hours worked. That break must also be provided if the employee works the majority of the four hours. The break must occur as close to the middle of the four-hour period as possible.  Any employee in California who believes they haven’t gotten the meal periods and rest breaks they should have may opt to take legal action. Working with someone familiar with these matters may be beneficial. ]]> On Behalf of Licata & Yeremenko, A Professional Law Corporation <![CDATA[What constitutes unlawful employer retaliation?]]> https://www.lylegal.net/?p=49265 2026-04-01T14:22:13Z 2026-04-06T14:21:31Z Retaliation can come in many forms It is illegal for companies to fire employees because they have engaged in protected workplace activities. Terminations are only the tip of the retaliation iceberg. Other, less overt actions may be harder for workers to identify as retaliation. Any transfer that is not favorable or specifically requested by the worker could technically constitute retaliation. Demotions and wage cuts are also common forms of retaliation. Refusing to consider employees for advancement opportunities or key projects can constitute retaliation. Employer retaliation can also involve allowing a hostile work environment to develop, possibly by making what should remain private accessible to other employees. In some cases, retaliation begins as increased efforts to discipline a worker and may then culminate in a demotion or termination. Performance improvement plans, write-ups and poor performance reviews may all be retaliatory in nature. If you believe that your employer has punished you for protected workplace activities, you can benefit from help understanding your rights and pursuing justice. Contact the team at Licata & Yeremenko, APLC to schedule an initial consultation by calling 818-783-5757 or clicking here.]]> On Behalf of Licata & Yeremenko, A Professional Law Corporation <![CDATA[Employers should not mistreat immigrant workers ]]> https://www.lylegal.net/?p=49260 2026-03-18T09:36:40Z 2026-03-23T09:35:57Z Businesses in California must avoid discrimination in hiring decisions and other aspects of employment. Professionals have protection from discrimination on the basis of their race and religion.  The law also forbids discrimination on the basis of national origin, including immigration status. Provided that a professional has the experience, educational credentials and capabilities necessary to perform job functions, their national origin should not have any significant influence on hiring decisions or their eligibility for promotions.  Unfortunately, national origin discrimination remains a common issue. 

How do companies discriminate based on national origin? 

There are numerous ways that companies may discriminate against immigrants. Establishing an English-only policy for workplace communications is a clear example of discrimination. If there are multiple workers who speak the same language, they should have the ability to communicate as they prefer, as long as doing so doesn’t cause safety issues.  Additionally, companies should not discriminate against workers because of accents when they speak in English. Allowing coworkers or customers to harass and mistreat professionals because of their accents, appearance or culture can lead to claims of a hostile work environment. Inappropriate jokes, ethnic slurs and social exclusion can all be part of a hostile work environment.  Employers should not consider national origin or accent when determining job responsibilities or who qualifies for a promotion. They also should not consider a worker’s national origin when making termination decisions in a staffing reduction scenario.  Professionals who have experienced discrimination based on their national origin may have grounds for a lawsuit. Documenting mistreatment and other forms of discrimination in the workplace can help professionals prove that companies either participated in or permitted discrimination on the basis of national origin.]]> On Behalf of Licata & Yeremenko, A Professional Law Corporation <![CDATA[How to document workplace harassment the right way]]> https://www.lylegal.net/?p=49254 2026-03-11T13:09:09Z 2026-03-16T13:08:06Z Create a dated timeline that shows a pattern Start by writing down every incident as soon as it happens. Include the exact date, time, location, who was present, what was said or done and how it affected your ability to do your job. Keep your language factual and specific instead of emotional or exaggerated. Remember, consistency builds credibility. Over time, those entries should form a timeline that shows repeated or severe conduct rather than isolated tension.

Preserve evidence in its original form

Save every related email, text message, chat log, voicemail and screenshot in its original format. Make sure timestamps and sender information remain visible. Additionally, store copies somewhere your employer cannot access or delete, such as a personal cloud account or external drive. If you alter messages or rely on partial screenshots, you weaken your own position. Preservation matters just as much as content.

Connect the conduct to a protected characteristic

Document how the behavior relates to race, gender, age, disability, sexual orientation or another protected category under California law. If someone makes comments about your accent, your pregnancy, your religion or your age, write down the exact words used. General unfairness does not automatically qualify as illegal harassment; the link to a protected trait often makes the difference.

Before you escalate, make sure your record holds up

Before you file a formal complaint, review what you have written and saved to confirm that your record clearly shows a pattern. Then report the conduct in writing through the channel your employer provides, and keep a copy of your complaint and any response. If you are unsure whether your documentation crosses the legal threshold, an employment attorney can help you understand where you stand and what step makes sense next.]]>