Broslavsky & Weinman, LLP

About Broslavsky & Weinman, LLP — Employment Law Upland, California

Broslavsky & Weinman, LLP is an employment law Upland firm serving employees and employers throughout San Bernardino County with guidance and litigation support across a wide range of California workplace legal matters. Based in Upland and reaching throughout the Inland Empire, the firm’s employment attorneys handle both employee-side representation — wrongful termination, discrimination, harassment, wage disputes — and employer-side counseling, helping businesses build compliant workplaces and defend against employment claims. The firm offers free consultations at 909-551-4455 and has built its reputation on providing substantive, right-sized legal guidance rather than cookie-cutter advice.

California’s employment laws impose some of the strictest obligations on employers in the country, and San Bernardino County’s Inland Empire — with large logistics, healthcare, retail, and warehouse workforces — is a particularly active area for wage-and-hour and discrimination disputes. Broslavsky & Weinman’s Upland attorneys understand the practical realities of both sides: employees who face unlawful termination or wage theft, and employers who need compliance guidance to avoid costly litigation. The firm provides Upland-area clients access to dedicated employment law counsel without the overhead of a large firm.

What Clients Say

Clients of Broslavsky & Weinman describe a firm that delivers clear, practical employment law guidance rather than vague legal generalities. Reviews highlight the attorneys’ responsiveness, their ability to quickly identify the strengths and weaknesses of a given employment dispute, and the sense that clients are being advised by attorneys who have handled these issues before — not learning on their case.

Employment Law Upland — Practice Areas & Services

• Wrongful Termination: Claims for employees fired in violation of California public policy, contract terms, or anti-discrimination law in San Bernardino County.
• Workplace Discrimination: FEHA and EEOC discrimination claims based on race, sex, disability, age, national origin, and other protected characteristics.
• Wage & Hour Disputes: Recovery of unpaid overtime, missed meal and rest break premiums, and other California Labor Code violations for Inland Empire workers.
• Sexual Harassment: Hostile work environment and quid pro quo harassment claims for Upland and San Bernardino County employees.
• Employer Compliance & Defense: Employment policy drafting, DFEH/EEOC response, and employer-side litigation defense throughout the Inland Empire.
• Retaliation Claims: Representation for employees fired or penalized for reporting violations, filing complaints, or exercising protected workplace rights.

Frequently Asked Questions

How does California’s daily overtime rule differ from federal law in Upland?

California requires employers to pay overtime (1.5x regular pay) after 8 hours in a single workday — not just after 40 hours in a week as federal law requires. Double-time applies after 12 hours in a day. This daily overtime rule significantly increases wage recovery potential for Inland Empire workers who regularly work long shifts in warehousing, healthcare, and logistics — industries where misclassification or unpaid overtime is common in San Bernardino County.

What is the statute of limitations for an employment claim in California?

The deadline depends on the type of claim. Wage theft claims generally have a three-year statute of limitations for written contract violations under California Labor Code. FEHA discrimination and harassment claims require filing with the California Civil Rights Department within three years. Wrongful termination claims in contract or tort have varying deadlines. Because employment claims involve multiple potential theories, consulting an attorney promptly — before any deadline runs — is important for preserving options in San Bernardino County courts.

Can an employer in Upland require a non-compete agreement?

No. Non-compete agreements are broadly unenforceable in California under Business and Professions Code §16600. California employers cannot require employees to sign non-compete clauses as a condition of employment, and existing non-compete agreements — including those signed in other states — are generally not enforced by California courts. This rule applies to Upland employers across all industries. As of January 2024, employers who enforce or attempt to enforce non-compete agreements against California employees face civil penalties.