Federal Employment Attorney in Van Nuys

Clear Guidance When Your Workplace Rights Feel Uncertain

When something goes wrong at work, it can be difficult to know whether the issue is merely unfair or a violation of federal employment law. Claims involving discrimination, harassment, retaliation, or wrongful termination are often governed by federal statutes such as Title VII of the Civil Rights Act, the Americans with Disabilities Act, and other nationwide worker-protection laws. A federal employment attorney can help you understand whether your rights under these laws have been violated and what steps to take before the situation escalates.

At K2 Employment Law, we help employees in Van Nuys and throughout the San Fernando Valley make sense of matters arising under federal workplace laws. Our office in Northridge is focused on employment law, and we represent workers across Los Angeles County who are facing serious decisions about their jobs and careers via complex federal employment claims, including cases that may involve the Equal Employment Opportunity Commission (EEOC) or federal court litigation.

Our founding attorney, Douglas H. Hoang, is a seasoned trial lawyer with a background that includes defending employers in federal employment disputes. That background provides valuable insight into how companies evaluate, defend, and litigate federal claims. We use that knowledge to anticipate employer strategies and advocate effectively for workers asserting their rights under federal law.

Rely on the expertise of a skilled federal employment lawyer. Contact us or call (800) 590-7674 now to arrange your consultation without delay.

Why Federal Employees Choose Our Firm

When you are up against an employer with its own lawyers, you want a firm that understands workplace cases from every angle. We focus our practice on employment law, and our team has spent decades working on disputes involving discrimination, harassment, retaliation, wage concerns, and wrongful termination. This concentrated experience helps us quickly identify what matters most in your situation.

Our dual perspective is a key reason many workers choose us. Because our founding attorney previously defended employers, we have insight into the way companies and their counsel tend to analyze complaints. We use that knowledge to anticipate the positions they may take, the documents they may rely on, and the weaknesses that may exist in their story. For an employee who may feel outmatched, this can help level the playing field.

We are also prepared to represent clients in court when that becomes necessary. Not every matter goes that far, but knowing your lawyer is a seasoned trial advocate can be reassuring. It can also influence how your case is approached from the start, since we consider how facts, witnesses, and documents may be viewed if a judge or jury is ever involved.

We do not treat any two matters the same. We take the time to understand your goals, your job situation, and your risk tolerance. Some clients want to try to preserve the working relationship if possible. Others want to move on and seek accountability for what has happened. We work to tailor our approach so that the strategy reflects what you want to accomplish, not simply what is easiest procedurally.

Communication is central to how we work with people. We keep clients informed with regular updates and make ourselves available to answer questions. We know that many employees in Van Nuys and surrounding communities juggle long shifts, caregiving, and commutes across Los Angeles. That is why we offer flexible scheduling, after-hours availability when possible, and same-day appointments when the situation is urgent. Your first conversation with us is a no-cost, confidential consultation, so you can talk through your concerns without financial pressure.

How Federal Employment Laws Protect You

Many workplace rights arise under federal law, and they often work together with protections under California law. You do not need to know which specific laws might apply before you contact us, but it can be helpful to understand the kinds of situations where federal protections commonly come into play.

Employees in Van Nuys often face issues involving discrimination based on characteristics such as race, gender, disability, age, or religion. In some situations, federal law may prohibit certain decisions that are made because of those characteristics, such as demotions, failure to promote, or termination. Harassment that targets those same traits can also raise serious concerns, especially when it is severe or ongoing, and your employer fails to address it.

Retaliation is another area where federal protections may be involved. If you report discrimination, harassment, or wage concerns, and then experience negative treatment such as reduced hours, hostile behavior, or termination, that sequence of events can be significant. Federal law can protect employees from engaging in activity that the law views as protected, such as reporting certain kinds of misconduct or participating in an investigation.

Many workers are also affected by leave and pay issues. Certain federal protections relate to taking qualifying medical or family leave, or to receiving at least a minimum standard of pay. When things change shortly after you exercise those rights, such as being denied a return to your position, it can be important to speak with a federal employment lawyer who can help evaluate what happened.

Strict time limits often apply to workplace matters involving federal protections. That means waiting too long to seek guidance can affect your options. During your confidential consultation, we discuss what took place, when it occurred, and what steps may be available. You do not need to fit your situation into legal labels before you call. Our role is to help you understand whether what you are experiencing may involve rights that the law recognizes and protects.

What To Do If Your  Federal Employment Rights Are Violated

If you believe your rights under federal employment law are being violated, it is normal to feel uncertain about what to do next. Laws enforced at the federal level—such as Title VII of the Civil Rights Act, the Americans with Disabilities Act (ADA), the Age Discrimination in Employment Act (ADEA), and the Fair Labor Standards Act (FLSA)—set specific rules for how employers must treat employees. When those rules are broken, the consequences can extend beyond workplace unfairness and into legal violations with strict deadlines and procedures.

Preserving evidence is often one of the most important early steps in a federal employment case. This may include saving emails, text messages, pay records, schedules, performance reviews, or written warnings, and documenting dates, witnesses, and details of discriminatory or retaliatory conduct. Because federal claims are often evaluated by agencies like the EEOC or litigated in federal court, contemporaneous records can play a critical role in proving what occurred.

Some federal laws require or strongly encourage employees to use internal complaint procedures before filing a formal complaint. Reviewing your employer’s written policies on discrimination, harassment, retaliation, or wage practices can help you understand whether internal reporting may affect your rights under federal law. That said, internal complaints are not required or advisable in every situation—particularly if the person designated to receive complaints is involved in the misconduct.

Many workers contact a federal employment attorney in Van Nuys before or soon after making a complaint, so they can understand the potential impact of each choice. Doing so can help clarify how a report to human resources, a supervisor, or a federal agency like the EEOC may impact your ability to pursue a claim later. In an initial, confidential consultation, we focus on the specific federal laws that may apply to your situation, review any documents you already have, and explain how timing and procedural requirements can affect your options.

We also understand that federal employment claims often arise while you are still relying on your job for income and stability. Decisions about how and when to assert your federal rights should take that reality into account. Our role is to help you evaluate the risks, protections, and potential outcomes under federal employment law, so you can make informed decisions with a clear understanding of the legal framework that governs your workplace.

Don't hesitate—reach out to an experienced federal employment attorney now. Complete an online form to take the next step.

Frequently Asked Questions

How do I know if my workplace issue is illegal?

The most reliable way to find out is to speak with an employment law firm that focuses on federal workplace protections. During a consultation, we examine what occurred, when it happened, and how your employer responded, then analyze whether your situation may fall under federal laws. We also explain how federal protections interact with California law when both may apply.

Will my employer find out that I spoke with you?

Your initial consultation with us is confidential. We do not contact your employer or any federal agency without your knowledge and consent. Many employees consult with us while they are still working, and we discuss how asserting federal rights, filing an internal complaint, or initiating an EEOC charge may affect their employment situation.

How much does it cost to talk to your firm?

There is no cost for your initial consultation with K2 Employment Law. The purpose of this meeting is to give you a clear understanding of how federal employment law may apply to your circumstances, what deadlines or procedural requirements may exist, and what options are available—without adding financial pressure at the outset.

What can I expect during the first consultation?

During your first consultation, we ask about your job role, employer size and structure, and the events that raise concerns under federal law. We may review documents such as emails, performance reviews, pay records, or termination paperwork and discuss key timelines. We then explain potential paths forward, including internal complaints, EEOC charges, or federal court claims, so you leave with a clearer understanding of your next steps.

How will your background defending employers help my case?

Our background representing employers gives us insight into how companies typically respond to federal employment claims, including how they handle EEOC investigations and defend cases in federal court. We use that perspective to anticipate defenses, assess risk, and develop strategies that account for how employers and their attorneys approach federal discrimination, retaliation, and wage-and-hour cases.

If you are facing a serious issue at work, you do not have to navigate federal employment law on your own. Speaking with a federal employment lawyer can help you understand which federal statutes may apply and how to protect your rights before critical deadlines pass.

At K2 Employment Law, we represent workers in Van Nuys and across the San Fernando Valley who are dealing with federal discrimination, harassment, retaliation, and other serious workplace problems. We bring decades of employment law experience, insight from the employer side, and a commitment to clear communication to every matter we handle.

Your first conversation with us is confidential and at no cost, and we offer flexible scheduling to fit around your work and family responsibilities. If you are ready to discuss your situation with a federal employment attorney Woodland Hills and Van Nuys workers can turn to for guidance, we invite you to reach out today.

Call (800) 590-7674 to schedule your confidential consultation with a federal employment lawyer in Van Nuys from K2 Employment Law.