Nothing upfront. We work on contingency — you pay no attorney fees unless we recover compensation. Initial consultation is always free.

Two years from the date of injury (CCP § 335.1). Government entity claims: six months. Medical malpractice: one year from discovery or three years from injury. Contact us immediately.

Economic damages (medical expenses, lost wages, property damage), non-economic damages (pain and suffering, emotional distress, loss of enjoyment of life), and in egregious cases, punitive damages.

California follows pure comparative negligence. You can recover even if partially at fault — your award is reduced by your percentage of fault.

No. Adjusters are trained to minimize payouts. Politely decline and let your attorney handle all communication.

Call 911, document the scene, exchange information, get witnesses, seek medical attention immediately, do not admit fault, and contact an attorney.

About 95% settle before trial. We prepare every case for trial — which motivates fair settlement offers.

You may recover through your own UM/UIM coverage. California requires insurers to offer this with every auto policy.

Warning signs: unexplained delays, repeated document requests, lowball offers, denial without explanation, pressure to accept quickly, misrepresenting policy terms.

Yes. First-party bad faith claims are the most common in California. You can recover policy benefits, emotional distress, attorney fees, and punitive damages.

No. Employers cannot fire you for discriminatory reasons, retaliation, violation of public policy, or breach of contract.

Non-exempt employees must receive 1.5x for hours beyond 8/day or 40/week, and 2x beyond 12/day. You can recover all unpaid overtime plus penalties. Three-year statute.

No. California strictly prohibits retaliation against employees who report violations.

When unwelcome conduct based on a protected characteristic is so severe or pervasive it alters employment conditions. Even one severe incident can suffice in California.

No. FMLA and CFRA protect eligible employees. CFRA covers employers with 5+ employees. Up to 12 weeks of job-protected leave per year.

Yes — wage violations, wrongful termination, discrimination, harassment, retaliation, whistleblower claims, and FMLA/CFRA. Contingency basis.