Pasadena Employment Lawyer

Why Pasadena Workers Need a Lawyer Who Knows the Local Industries

Pasadena is an aerospace-and-research city, a higher-education city, a healthcare city, and a public-sector city, and each of those industries has its own pattern of employment-law violations. Pasadena is a charter city and has its own Minimum Wage Ordinance (adopted by the Pasadena City Council on March 14, 2016), with the citywide minimum wage rising to $18.57/hour effective July 1, 2026 (up from $18.04) - the highest in the San Gabriel Valley. The NASA Jet Propulsion Laboratory (JPL) in nearby La Canada Flintridge is managed by the California Institute of Technology (Caltech) under a $30 billion 10-year contract running through September 30, 2028 - but after 68 years NASA is opening JPL's management contract to competitive bidding for the first time, creating significant employment uncertainty for JPL workers. Healthcare is anchored by Huntington Health (Huntington Hospital). The Pasadena Unified School District (PUSD) and Pasadena City College (PCC) are major public-sector employers. The City of Pasadena operates its own municipally-owned electric and water utility, Pasadena Water and Power (PWP). None of these protections matter if you do not assert them on time. Public-employer claims (City of Pasadena, PWP, PUSD, PCC, County of Los Angeles) carry a strict 6-month government-claim deadline under Cal. Government Code section 911.2. We file the claim, take it through the agency or court, and recover what you are owed. No fee unless we win.

Pasadena Industries Where Employment Violations Are Common

Pasadena employment cases tend to fall into several industry concentrations. Each one has its own legal framework and its own recurring fact patterns.

Aerospace and NASA Jet Propulsion Laboratory (JPL)

The NASA Jet Propulsion Laboratory (JPL) in nearby La Canada Flintridge is managed by the California Institute of Technology (Caltech) under a $30 billion 10-year contract running through September 30, 2028. After 68 years NASA is opening JPL's management contract to competitive bidding for the first time - creating significant employment uncertainty. Proposed NASA budget cuts could affect JPL employment, and any large reduction in force must comply with the California WARN Act (Cal. Labor Code section 1400 et seq.). JPL engineers and scientists are protected by the federal False Claims Act (31 U.S.C. sections 3729-3733) for fraud against the U.S. government, the NASA Inspector General Act, Sarbanes-Oxley (18 U.S.C. section 1514A) for any federal-contractor public-company work, California whistleblower protections (Cal. Labor Code section 1102.5), and California Bus. & Prof. Code section 16600 (no non-competes).

Higher education (Caltech, Pasadena City College, Fuller Seminary)

The California Institute of Technology (Caltech) is a private research university with a globally-recognized faculty and research staff. Caltech employees have federal whistleblower protections under the False Claims Act, Title IX (20 U.S.C. section 1681), the National Labor Relations Act, and California FEHA / Labor Code protections. Pasadena City College (PCC) and Fuller Theological Seminary are also major higher-education employers. Community-college employees are covered by HEERA (Cal. Gov. Code sections 3560-3599), Cal. Education Code sections 87600-87683, PEPRA, and the 6-month Government Claims Act deadline.

Healthcare (Huntington Health / Huntington Hospital)

Huntington Health (Huntington Hospital) is one of the major hospitals in the San Gabriel Valley. California's SB 525 (California Labor Code sections 1182.14, 1182.15, 1182.16) sets a healthcare-worker minimum-wage schedule that reaches $25.00/hour at large hospital systems on July 1, 2026. Healthcare workers also have Health & Safety Code section 1278.5 protection: a $25,000-per-violation civil penalty for retaliation against hospital workers who raise patient-safety, regulatory-compliance, or quality-of-care concerns. Huntington workers may be represented by the California Nurses Association (CNA), SEIU-UHW, or NUHW.

Public sector, education, and Pasadena Water and Power

The City of Pasadena is a charter city. The Pasadena Unified School District (PUSD) and Pasadena City College (PCC) are the major public-education employers - with PUSD/PCC running a Dual Enrollment Program for middle and high school students. The Pasadena Police Department and Pasadena Fire Department serve the city. Pasadena Water and Power (PWP) is the city's municipally-owned electric and water utility - PWP utility workers may have Energy Reorganization Act section 5851 (42 U.S.C. section 5851) whistleblower protections for energy-safety reporting. Claims against the City of Pasadena, PWP, PUSD, PCC, or the County of Los Angeles are subject to the 6-month government-claim deadline under Cal. Government Code section 911.2. Public employees have pre-deprivation due-process rights under Skelly v. State Personnel Board (1975) 15 Cal.3d 194 and California Whistleblower Protection Act coverage under Cal. Government Code section 8547 et seq.

Retail, restaurants, hospitality, and other workplaces (Old Town Pasadena, South Lake Avenue, Paseo Colorado)

Outside the four industries above, we represent workers across all Pasadena workplaces: Old Town Pasadena, South Lake Avenue, Paseo Colorado, chain retailers, fast-food restaurants, offices, gig and rideshare, and any other job covered by California or federal law. The Pasadena minimum wage is $18.57/hour effective July 1, 2026 (up from $18.04). Fast-food workers at chains with 60 or more national locations are entitled to the $20.00/hour state fast-food minimum wage under AB 1228 (California Labor Code section 1474).

Pasadena Worker Protections

The City of Pasadena has its own Minimum Wage Ordinance (adopted by the Pasadena City Council on March 14, 2016). The citywide minimum wage rises to $18.57/hour effective July 1, 2026 (up from $18.04) - the highest in the San Gabriel Valley. Pasadena workers are also covered by the California state minimum-wage floor ($16.90/hour effective January 1, 2026) and industry-specific state rules including AB 1228 (fast-food), SB 525 (healthcare), and AB 701 (warehouses). The City of Pasadena operates its own municipally-owned electric and water utility (Pasadena Water and Power), which means PWP utility workers may have Energy Reorganization Act section 5851 whistleblower protections.

• California minimum wage (2026) - $16.90/hour for most employers, effective January 1, 2026 (California Labor Code section 1182.12).
• Fast-food minimum wage - $20.00/hour for covered fast-food restaurant employees at chains with 60 or more national locations, effective April 1, 2024 (AB 1228, California Labor Code section 1474 et seq.).
• Healthcare worker minimum wage - SB 525 (California Labor Code sections 1182.14, 1182.15, 1182.16) reaches $25/hour at large hospital systems on July 1, 2026.
• AB 701 Warehouse Quotas Act - California Labor Code sections 2100 et seq., effective January 1, 2022.
• California Paid Sick Leave - California Labor Code sections 245-249. At least 40 hours (5 days) per year of paid sick leave, effective January 1, 2024.
• Exempt salary floor (2026) - $70,304/year for executive, administrative, and professional exempt classifications (twice the state minimum wage at $16.90/hour).
• Cal-WARN Act - California Labor Code sections 1400 et seq. 60 days' advance written notice required for plant closures or mass layoffs of 50 or more employees.
• Pasadena Minimum Wage Ordinance - adopted March 14, 2016. $18.57/hour effective July 1, 2026, up from $18.04 - the highest local minimum wage in the San Gabriel Valley.
• Caltech / JPL NASA contract uncertainty - after 68 years NASA is opening JPL's management contract to competitive bidding (current Caltech contract runs through September 30, 2028); proposed NASA budget cuts could trigger California WARN Act (Cal. Labor Code section 1400 et seq.) notice obligations.
• Federal False Claims Act and federal whistleblower protections - JPL and Caltech employees working on federally-funded research are protected by the federal False Claims Act (31 U.S.C. sections 3729-3733), with qui tam whistleblower awards of 15-30% of recovery for reporting fraud against the U.S. government.
• Municipal-utility whistleblower (PWP) - Pasadena Water and Power workers may have Energy Reorganization Act section 5851 (42 U.S.C. section 5851) whistleblower protections for energy-safety reporting.
• Public-employer government-claim deadline - Cal. Government Code section 911.2. Claims against the City of Pasadena, Pasadena Water and Power, the Pasadena Unified School District, Pasadena City College, and the County of Los Angeles must be presented in writing within 6 months of the accrual of the cause of action.

California Law That Applies in Pasadena

Most Pasadena employment cases are decided under California state law, which is among the strongest worker-protection regimes in the country. The statutes below cover the issues that come up in almost every case.

• FEHA, Cal. Government Code section 12940 et seq. Discrimination, harassment, and retaliation in employment. Covers race, color, ancestry, national origin, religion, age (40+), sex, gender, sexual orientation, gender identity and expression, marital status, medical condition, mental and physical disability, military and veteran status, genetic information, and pregnancy.
• Overtime and breaks, California Labor Code sections 510, 226.7, 512. Daily overtime above 8 hours and weekly overtime above 40 hours at 1.5x; double time after 12 hours in a day or after 8 hours on the 7th consecutive workday. Meal-period premium of one hour of pay if the employer fails to provide a duty-free 30-minute meal period; rest-period premium of one hour of pay if the employer fails to authorize a 10-minute rest period for every 4 hours worked.
• Wage statements and waiting-time penalties, California Labor Code sections 226 and 203. Itemized pay stubs are required; missing or inaccurate stubs trigger statutory penalties. Final wages must be paid at termination (or within 72 hours of resignation without notice); waiting-time penalties run up to 30 days of pay if the employer fails.
• Whistleblower retaliation, California Labor Code section 1102.5. Employees who report a reasonable belief of legal violation, internally or to a government agency, are protected. Lawson v. PPG Architectural Finishes, Inc. (2022) 12 Cal.5th 703 clarified the burden-shifting framework. SB 497 (effective January 1, 2024) added a 90-day rebuttable presumption of retaliation when adverse action follows protected activity within that window.
• Wrongful termination in violation of public policy - Tameny v. Atlantic Richfield Co. (1980) 27 Cal.3d 167. A worker fired for refusing to commit an illegal act, for asserting a statutory right, or for reporting illegal conduct can sue in tort.
• Hostile work environment - Jones v. The Lodge at Torrey Pines Partnership (2008) 42 Cal.4th 1158. Severe or pervasive harassment based on a protected trait creates an actionable hostile work environment. Individual supervisors can be personally liable for harassment.
• California Equal Pay Act, California Labor Code section 1197.5. Equal pay for substantially similar work, regardless of sex, race, or ethnicity. Salary-history bans and pay-scale-disclosure rules apply. SB 642 (effective January 1, 2026) broadened the definition of "wages."
• Lactation accommodation, California Labor Code sections 1030-1034 and the federal PUMP Act, 29 U.S.C. section 218d. Reasonable break time and a private, non-bathroom space.
• California WARN Act, California Labor Code sections 1400 et seq. Employers with 75 or more employees must give 60 days' advance written notice of a mass layoff (50 or more employees in any 30-day period), plant closing, or relocation. Workers fired without proper notice can recover up to 60 days of back pay and benefits. SB 617 (effective January 1, 2026) expanded the required notice content.
• Independent-contractor classification, California Labor Code section 2775. The ABC test (origin: Dynamex Operations West, Inc. v. Superior Court (2018) 4 Cal.5th 903; codified by AB 5 and recodified by AB 2257 in Labor Code sections 2775-2787).
• AB 701 Warehouse Quotas Act, California Labor Code sections 2100 et seq. Requires written quota disclosure, prohibits quotas that prevent meal/rest/bathroom compliance, and protects workers who report unsafe quotas.
• Cal/OSHA whistleblower, California Labor Code section 6310. Protects employees who report unsafe working conditions or workplace-safety hazards from retaliation.
• Healthcare worker minimum wage, California Labor Code sections 1182.14, 1182.15, 1182.16 (SB 525). Phased schedules for covered healthcare facilities; rates reach $25/hour at large hospital systems on July 1, 2026.
• Fast-food restaurant minimum wage, California Labor Code section 1474 (AB 1228). $20.00/hour for covered fast-food restaurant employees at chains with 60 or more national locations, effective April 1, 2024.
• Non-competes void, California Business and Professions Code section 16600. Reinforced by SB 699 and AB 1076 (both effective January 1, 2024).
• Stay-or-pay clauses void, California Labor Code section 926 (AB 692). Effective January 1, 2026.
• Silenced No More Act, California Code of Civil Procedure section 1001 and Cal. Government Code section 12964.5 (SB 331). Prohibits non-disclosure and non-disparagement clauses that prevent workers from discussing unlawful workplace conduct.
• Hospital-worker whistleblower, California Health and Safety Code section 1278.5. $25,000-per-violation civil penalty for retaliation against hospital workers who raise patient-safety, regulatory-compliance, or quality-of-care concerns.
• PAGA, California Labor Code sections 2698 et seq. Private Attorneys General Act. AB 2288 and SB 92 (effective July 1, 2024) reformed standing and cure provisions.
• Government-claim deadline, Cal. Government Code section 911.2. Claims against a public entity must be presented within 6 months. After a claim is rejected, Cal. Government Code section 945.6 gives 6 months to file suit.

The 2026 exempt-salary threshold is $70,304/year (twice the state minimum wage at $16.90/hour, per DIR News 2025-118). A Pasadena worker paid less than that, no matter what title is on the door, is almost certainly a non-exempt employee entitled to overtime and meal/rest premiums.

How to File a Claim in Pasadena

Where and how you file depends on the kind of claim and who the employer is. The wrong filing or a missed deadline can permanently bar your case. Call us before any deadline at 1-800-371-3088 and we will handle the filing for you.

Court

Civil employment lawsuits filed by Pasadena workers are heard at the Los Angeles County Superior Court - Pasadena Courthouse, 300 East Walnut Street, Pasadena, CA 91101 (Northeast District). Federal employment cases are filed in the U.S. District Court, Central District of California, Western Division, 350 West 1st Street, Los Angeles, CA 90012.

State and federal agencies

• California Civil Rights Department (CRD), Los Angeles Office - 320 W. 4th Street, Suite 1000, 10th Floor, Los Angeles, CA 90013. Statewide intake (800) 884-1684.
• U.S. Equal Employment Opportunity Commission (EEOC), Los Angeles District Office - 255 East Temple Street, 4th Floor, Los Angeles, CA 90012. (213) 785-3090.
• California Labor Commissioner (DLSE), Van Nuys Office - 6150 Van Nuys Boulevard, Room 100, Van Nuys, CA 91401. (818) 901-5315.
• Cal/OSHA - statewide complaint line (833) 579-0927. Unsafe-working-conditions complaints and whistleblower complaints under Labor Code section 6310.
• City of Pasadena - 100 North Garfield Avenue, Pasadena, CA 91101. For any claim against the City of Pasadena, Pasadena Water and Power, the Pasadena Unified School District, Pasadena City College, or the County of Los Angeles, a written government claim must be presented under Cal. Government Code section 911.2 within 6 months.
• NLRB Region 31 (Los Angeles) - for private-sector union and concerted-activity charges under the National Labor Relations Act.
• City of Pasadena Office of the City Manager - cityofpasadena.net for Pasadena Minimum Wage Ordinance enforcement and complaints under Pasadena Municipal Code.

Deadlines that matter most

• 6-month government-claim deadline - Cal. Government Code section 911.2. Applies to any claim against the City of Pasadena, Pasadena Water and Power, the Pasadena Unified School District, Pasadena City College, and the County of Los Angeles, or any other Pasadena-area public employer.
• 1-year right-to-sue deadline - once CRD issues a right-to-sue notice, Cal. Government Code section 12965 gives 1 year to file the lawsuit.
• 300-day EEOC charge deadline - federal Title VII, ADA, and ADEA charges in California (deferral state) must be filed within 300 days of the discriminatory act.
• 3-year wage-claim statute - most unpaid-wage claims under California Labor Code sections 200 et seq. and 1194 et seq. carry a 3-year statute, extendable to 4 under California's Unfair Competition Law (Bus. & Prof. Code section 17200) when applicable.
• 2-year statute for Tameny wrongful termination.
• 3-year statute for Labor Code section 1102.5 whistleblower retaliation.

Why Pasadena 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.