Nevada County Employment Lawyers

Why Nevada County Employees Need an Employment Lawyer

Strict deadlines apply to every employment claim: CRD (California Civil Rights Department) requires an administrative complaint within 3 years of the violation and a civil suit within 1 year of the right-to-sue notice; EEOC charges must be filed within 300 days; the Government Claims Act requires presentation of personal-injury, wrongful-death, and personal-property tort claims against public entities within 6 months (Government Code section 911.2); all other claims must be presented within 1 year. California does not cap FEHA emotional-distress or punitive damages - but you must protect the deadlines first. We file the claim, handle the agency or court process, and recover what you're owed. No fee unless we win.

Common Employment Law Violations Across Nevada County

• Hoglund v. Sierra Nevada Memorial-Miners Hospital, California Court of Appeal, 3rd District, Case No. C097065 (May 17, 2024) - $1,431,800 FEHA age-discrimination judgment affirmed - Plaintiff Jessica Hoglund sued her employer Sierra Nevada Memorial-Miners Hospital and her supervisor Rhonda Horne for FEHA age-discrimination, wrongful termination, and Labor Code overtime violations. After a bench trial, the Nevada County Superior Court awarded Hoglund $1,431,800 ($881,800 in economic damages / lost wages + $550,000 in noneconomic / emotional-distress damages). The 3rd District Court of Appeal affirmed on May 17, 2024. (Sources: FindLaw; California Courts.)
• Sierra Nevada Memorial Hospital nurses class action - off-the-clock work and missed meal periods - Three Dignity Health nurses filed a Nevada County lawsuit alleging required off-the-clock work and impermissible missed meal periods at Sierra Nevada Memorial Hospital - Labor Code sections 510, 226, 226.7. (Source: The Union (Grass Valley))
• California Nurses Association NLRB Case 20-CB-125790 (filed against the union at Sierra Nevada Memorial Hospital) - Note: this is a 'CB'-prefix charge filed AGAINST the California Nurses Association (8(b)(1)(A) Duty of Fair Representation), not against the hospital. Sierra Nevada Memorial Hospital was the bargaining-unit location, not the respondent. The general NLRA Section 7 framework still governs concerted activity and union representation at the hospital. (Source: National Labor Relations Board)
• EEOC v. Dignity Health, N.D. Cal. Case No. 3:18-cv-04135 - $570,000 ADA settlement (September 19, 2019; EEOC Press Release 09-19-2019; case arose at Mercy Medical Center Redding in Shasta County, tied to Sierra Nevada Memorial Hospital as a Dignity Health system-wide enforcement exposure) - Dignity Health (which owns Sierra Nevada Memorial Hospital) paid $570,000 (lost wages, compensatory damages, and attorneys' fees) plus a three-year consent decree to settle the federal EEOC ADA disability-discrimination suit brought on behalf of Alina Sorling, a long-time food service technician with vision loss at Mercy Medical Center Redding (Shasta County). Confirms Dignity Health's system-wide ADA-accommodation enforcement exposure. (Source: U.S. EEOC.)

Nevada County Worker Protections by Industry

We represent employees across all Nevada County industries. Below are the largest employers and the rules that govern wage, harassment, discrimination, retaliation, and wrongful-termination claims in this county.

Largest Nevada County employers

• Sierra Nevada Memorial Hospital (Grass Valley - Dignity Health / CommonSpirit) - section 1278.5; defendant in *Hoglund v. Sierra Nevada Memorial-Miners Hospital* and a Dignity Health class action over off-the-clock work; subject of NLRB Case 20-CB-125790 (CNA charge)
• Tahoe Forest Hospital District (Truckee) - public hospital district; section 1278.5 + Skelly + 6-month Government Claims Act
• County of Nevada, City of Nevada City, City of Grass Valley, Town of Truckee - public-sector; Skelly + 6-month claims-act notice
• Sierra College (Grass Valley campus) - community college; FEHA + education-code due process
• Nevada County tourism / hospitality (Donner Lake / Truckee / Grass Valley) - Labor Code sections 510, 226, 226.7, 1194; section 351 tip-pooling rules
• Nevada County agricultural / vineyard / cannabis employers - AB 1066 ag overtime parity; Cal/OSHA outdoor heat-illness; ALRA

Local wage rules

Nevada County follows the California state minimum wage of $16.90/hour effective January 1, 2026. No county-wide ordinance and no Nevada city is on the UC Berkeley Labor Center 2026 inventory. Sources: UC Berkeley Labor Center

Industry-specific protections

• Hospital workers (Sierra Nevada Memorial, Tahoe Forest) - Cal. Health & Safety Code section 1278.5; NLRA (29 U.S.C. section 151+) for concerted activity / union organizing; ADA + FEHA disability-accommodation
• Tahoe Forest Hospital District - public-hospital-district employees: 6-month Government Claims Act notice for tort claims; MMBA (Government Code section 3500+) collective-bargaining rights
• Tourism / hospitality workers (Truckee, Donner, Grass Valley) - Labor Code sections 510, 226, 226.7, 1194; section 351 tip-pooling; Tahoe-region multi-state employees retain CA protections for hours worked in California
• Public-sector workers - Skelly + 6-month Government Claims Act
• Agricultural / vineyard / cannabis - AB 1066 + Cal/OSHA + Labor Code sections 1682-1699 (Farm Labor Contractor Law) + ALRA
• All workers - FEHA, Title VII, EFAA, PWFA, CFRA, PDL, Labor Code section 1102.5, Cal/OSHA section 6310

How to File an Employment Claim in Nevada County

Civil employment cases brought by Nevada County workers are heard at the Nevada County Superior Court - Nevada City Courthouse, 201 Church Street, Nevada City, CA 95959. Most California employment claims are filed first as administrative complaints with the California Civil Rights Department (CRD) or the federal Equal Employment Opportunity Commission (EEOC) before they can be filed as civil lawsuits.

Deadlines: CRD: 3 years to file an administrative complaint and 1 year to sue after right-to-sue; EEOC: 300 days; Government Claims Act (public employees): 6 months; Labor Code section 1102.5 / Tameny / FEHA civil action: 3 years; Labor Code section 510/226/1194 wage claims: 3-4 years; PAGA: 1 year (preceded by LWDA notice).

Government Resources for Nevada County Workers

Why Nevada County Workers Choose Eghbali Law Firm

• Employees only

  We never represent employers. Every resource goes toward winning your case.

• No fee unless we win

  You pay nothing unless we recover for you. No upfront costs. No hidden fees.

• Free confidential consultation

  No cost to speak with us. Everything you share is protected by attorney-client privilege.

• Statewide California practice

  We serve workers across all of California regardless of where you live or work.

• Phone or video - no office visit needed

  Most consultations happen by phone or video. You only attend if your testimony is required.

• Multilingual staff available

  We serve clients in multiple languages - contact us to discuss your case in your preferred language.