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 focuses exclusively on employment law San Francisco cases for California workers — handling discrimination, wrongful termination, harassment, retaliation, and wage theft claims from its office at 100 Pine Street in the Financial District. Alan Cohen has represented California employees for more than 25 years, recovering millions across hundreds of cases at every level from entry-level workers to senior executives. His practice covers all of the Bay Area, including the East Bay and Peninsula, with particular concentration on tech industry employment disputes through San Francisco courts and arbitration panels.

Notable settlements include a $6.7 million reasonable accommodation recovery, a $5.5 million overtime class action resolution, and a $2.1 million sexual harassment settlement. Cohen handles cases involving race, gender, age, disability, and sexual orientation discrimination under both the California Fair Employment and Housing Act (FEHA) and federal law. Initial consultations are available at no charge, and the firm accepts cases on a contingency basis where appropriate.

What Clients Say

Clients describe Cohen as both highly personable and relentless in litigation — one reviewer used the phrase "compassionate, yet a shark" to capture the balance. Reviewers highlight that Cohen personally handles their cases rather than passing work to associates, and that he provides honest assessments of case strength rather than overpromising outcomes. Clients who came to the firm after difficult workplace experiences describe feeling genuinely heard and strategically guided through a complex legal process.

Employment Law San Francisco — Practice Areas & Services

• Wrongful Termination: Represents employees fired in violation of California’s FEHA, public policy protections, or implied contract obligations — including whistleblower retaliation cases.
• Discrimination: Pursues claims based on race, gender, age (ADEA/FEHA), disability, pregnancy, sexual orientation, and national origin against Bay Area employers large and small.
• Sexual Harassment: Handles both quid pro quo and hostile work environment harassment claims, including cases in San Francisco Superior Court and DFEH proceedings.
• Disability Accommodation: Challenges employer failures to provide reasonable accommodations under the California FEHA and ADA, including cases involving mental health conditions and chronic illness.
• Retaliation: Represents employees punished for reporting illegal workplace activity, filing workers’ comp claims, or exercising CFRA/FMLA rights.
• Wage & Hour Violations: Pursues unpaid overtime, meal and rest break violations, and misclassification claims under California Labor Code and Industrial Welfare Commission wage orders.
• Severance Agreement Review: Analyzes separation agreements to ensure employees aren’t waiving valuable claims for inadequate compensation — a service particularly valuable for tech workers with complex equity and bonus structures.

Frequently Asked Questions

How long do I have to file an employment discrimination claim in San Francisco?

Under California FEHA, you must file an administrative complaint with the California Civil Rights Department (CRD, formerly DFEH) within three years of the discriminatory act. After receiving a right-to-sue letter, you have one year to file in San Francisco Superior Court. Federal EEOC charges have a shorter 300-day window from the discriminatory act for California filers. Filing with the wrong agency or missing either deadline can forfeit your rights entirely.

What is my wrongful termination case worth in California?

California wrongful termination settlements depend on lost wages (past and future), emotional distress damages, and punitive damages where employer conduct was particularly egregious. Minor retaliation cases often settle in the $50,000 to $150,000 range; cases with significant lost earnings or documented discriminatory intent — especially against Bay Area tech-industry salaries — regularly exceed $500,000. San Francisco juries are generally plaintiff-friendly, which influences settlement negotiations.

Do I need to complain internally to HR before suing for discrimination in California?

California law doesn’t require you to exhaust internal HR complaints before filing with the CRD, but the existence (or absence) of a complaint can affect how a case is valued. A well-documented internal complaint creates a paper trail showing the employer knew about the problem and failed to act — which supports both the underlying claim and potential punitive damages. An attorney can advise whether filing internally strengthens or complicates your specific situation.