Shasta County Employment Lawyers

Why Shasta 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. Free, confidential consultation.

Common Employment Law Violations Across Shasta County

• EEOC v. Dignity Health, N.D. Cal. Case No. 3:18-cv-04135 (Mercy Medical Center Redding) - disability discrimination - $570,000 (September 19, 2019; EEOC Press Release 09-19-2019) - The U.S. EEOC sued Dignity Health alleging it failed to accommodate and then fired Alina Sorling, a long-time food service technician with vision loss, at Mercy Medical Center Redding. Dignity Health agreed to pay $570,000 (lost wages, compensatory damages, and attorneys' fees) plus a three-year consent decree requiring policy changes, ADA training, and EEOC reporting under the federal Americans with Disabilities Act (42 U.S.C. section 12101+). (Source: U.S. EEOC press release.)
• *EEOC v. Dignity Health (Mercy Medical Center Redding)* - original ADA complaint - EEOC's underlying complaint alleged Mercy Medical Center failed to engage in the interactive accommodation process required by the ADA and FEHA before terminating a long-time employee with vision loss. (Source: U.S. EEOC)

Why Shasta County Workers Choose Eghbali Law Firm

• Employees only

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

• Free, confidential consultation.

  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.

Shasta County Worker Protections by Industry

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

Largest Shasta County employers

• Mercy Medical Center Redding (Dignity Health) - Cal. Health & Safety Code section 1278.5; defendant in $570,000 EEOC disability-discrimination settlement (2019); religious-affiliated nonprofit
• Shasta Regional Medical Center (Prime Healthcare) - section 1278.5
• Bethel Church / Bethel School of Supernatural Ministry - religious-affiliated employer; Title VII ministerial exception applies to clergy roles only; secular employees retain FEHA + Title VII protections
• County of Shasta - public-sector; Skelly + 6-month Government Claims Act
• Shasta College - community college district; education-code due process + FEHA
• Sierra Pacific Industries (Anderson - lumber) - large private employer; Cal/OSHA + FEHA + section 6310
• Walmart Distribution Center (Red Bluff-area, serves Shasta) - AB 701 Warehouse Quotas Act applies (100+ at single site or 1,000+ across multiple)

Local wage rules

Shasta County follows the California state minimum wage of $16.90/hour effective January 1, 2026. Shasta County has no county-wide local ordinance and no Shasta city is on the UC Berkeley Labor Center 2026 inventory. Fast-food workers earn $20.00/hour under AB 1228. Sources: UC Berkeley Labor Center · CA DIR

Industry-specific protections

• Hospital workers (Mercy Redding, Shasta Regional) - Cal. Health & Safety Code section 1278.5; federal ADA (42 U.S.C. section 12101+) and FEHA disability-accommodation requirements (Mercy Medical Center settled $570,000 EEOC case in 2019)
• Religious-affiliated employers (Bethel Church, Mercy/Dignity) - Title VII ministerial exception applies to clergy roles only; secular workers retain full FEHA + Title VII + ADA protections
• Lumber / forestry workers - Cal/OSHA section 6310 anti-retaliation; OSHA whistleblower (29 U.S.C. section 660(c))
• Public-sector workers (County, cities, school districts) - Skelly + 6-month Government Claims Act
• Education / community college - FEHA + Title IX + education-code due process for tenured faculty
• All workers - FEHA, Title VII, EFAA, PWFA, CFRA, PDL, ADA, ADEA, Labor Code section 1102.5, Cal/OSHA section 6310

How to File an Employment Claim in Shasta County

Civil employment cases brought by Shasta County workers are heard at the Shasta County Superior Court - Redding Main Courthouse, 1515 Court Street, Redding, CA 96001. 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 Shasta County Workers