Law Offices of Alan F. Cohen

About Law Offices of Alan F. Cohen — Employment Law San Francisco, California

The Law Offices of Alan F. Cohen has spent more than 25 years securing results for California employees who have faced employment law San Francisco violations — discrimination, wrongful termination, retaliation, and harassment in Bay Area workplaces. Based in San Francisco, the firm focuses exclusively on the employee side of workplace disputes, representing individuals against employers ranging from tech startups to multinational corporations. San Francisco employees dealing with workplace rights violations can also consult the San Francisco attorney directory for additional options.

Alan Cohen’s quarter-century in San Francisco employment law gives the firm deep familiarity with the local legal landscape — San Francisco County Superior Court procedures, the Civil Rights Department’s intake and investigation process, and the specific industries and workforce patterns that generate the city’s most common employment disputes. The firm also handles retaliation and harassment claims for workers in the East Bay, leveraging its experience across the broader Bay Area labor market.

What Clients Say

Clients describe Cohen’s firm as persistent advocates who don’t let employers intimidate clients into accepting inadequate outcomes. Reviews highlight the firm’s empathetic approach to emotionally difficult workplace situations — wrongful termination and harassment cases often involve significant personal stress, and clients note that the firm treats them as people, not just case files. The 25-year tenure also reassures clients who want an established track record rather than a newer practice.

Employment Law San Francisco — Practice Areas & Services

• Wrongful termination: Claims against San Francisco employers who fired employees in violation of California public policy, in retaliation for protected activity, or in breach of employment contracts.
• Employment discrimination: Race, sex, age, national origin, and disability discrimination claims under California FEHA and federal Title VII for Bay Area workers.
• Sexual harassment: Hostile work environment and quid pro quo harassment claims — a category where San Francisco courts have handled some of California’s most significant verdicts.
• Retaliation: Protection for employees who report workplace violations, file worker’s compensation claims, or exercise FMLA and CFRA rights — all protected under California Labor Code.
• East Bay harassment claims: Extended representation across Alameda and Contra Costa Counties for workers experiencing workplace harassment in companies with Bay Area operations.

Frequently Asked Questions

What is wrongful termination in San Francisco and what are my options?

California is an at-will employment state, but wrongful termination occurs when a firing violates a specific legal protection — anti-discrimination laws, whistleblower statutes, FMLA/CFRA leave rights, or an employment contract. San Francisco adds local protections through city ordinances. If you believe your termination was linked to a protected characteristic or retaliatory motive, documenting the timeline, gathering performance reviews, and speaking with an employment attorney before accepting severance is critical — severance agreements typically include broad releases of claims.

How much can I recover in a wrongful termination case in California?

California wrongful termination damages include lost wages from the date of termination through trial, future lost earnings if the harm to your career is ongoing, emotional distress damages, and punitive damages in cases of egregious employer conduct. Unlike medical malpractice, California employment claims face no cap on non-economic damages. The value of a specific case depends heavily on your salary, the strength of the liability evidence, and how long you were out of work.

Should I sign a severance agreement before consulting an employment attorney in San Francisco?

No — not before at least consulting an attorney. California severance agreements typically include broad releases of all claims, including potential discrimination or wrongful termination claims you may not have fully evaluated yet. Under the Older Workers Benefit Protection Act, employees over 40 must be given at least 21 days to consider a severance agreement and 7 days to revoke after signing. An employment attorney can review the agreement quickly and help you understand whether the offered amount fairly reflects the value of your potential claims.