Tehama County Employment Lawyers

Why Tehama 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 Tehama County

• EEOC v. Dignity Health, N.D. Cal. Case No. 3:18-cv-04135 (Mercy Medical Center Redding) - $570,000 ADA settlement (September 19, 2019; EEOC Press Release 09-19-2019) - Dignity Health (parent of St. Elizabeth Community Hospital Red Bluff) 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 food service technician with vision loss. Establishes Dignity Health system-wide enforcement environment relevant to St. Elizabeth Community Hospital workers in Tehama County. (Source: U.S. EEOC.)
• Statewide Foster Farms food-processing enforcement context - $181,500 + $3.8M - Cal/OSHA $181,500 citation against Foster Farms (Livingston, 2021) plus $3.8M California Labor Commissioner SB 95/SB 114 citation (April 26, 2022) establish food-processing enforcement framework applicable to Bell-Carter Foods / Lindsay Olives (Corning). (Source: Fresno Bee)
• *Lewis v. Clarke*, 137 S. Ct. 1285 (2017) - tribal sovereign immunity for Rolling Hills Casino employees - U.S. Supreme Court held that tribal-employee defendants may be sued in their individual capacities for off-reservation conduct (off-site harassment, retaliation, wage claims involving individual supervisors). Applies to Rolling Hills Casino employment matters. (Source: SHRM)

Tehama County Worker Protections by Industry

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

Largest Tehama County employers

• St. Elizabeth Community Hospital (Red Bluff - Dignity Health / CommonSpirit) - section 1278.5; religious-affiliated nonprofit; affiliated with the Dignity Health network that paid $570,000 in *EEOC v. Dignity Health* ADA settlement (Mercy Medical Center Redding)
• Sierra Pacific Windows (Red Bluff) - large manufacturing employer; Cal/OSHA + section 6310; Labor Code sections 510, 226, 226.7, 1194
• Bell-Carter Foods / Lindsay Olives (Corning) - major California olive packing/processing employer; AB 1066 ag overtime; Cal/OSHA outdoor heat-illness; ALRA; Labor Code sections 1682-1699 (Farm Labor Contractor Law)
• County of Tehama, City of Red Bluff, City of Corning, Tehama County Office of Education - public-sector; Skelly + 6-month Government Claims Act
• Rolling Hills Casino (Corning - operated by Paskenta Band of Nomlaki Indians) - tribal sovereign immunity considerations; *Lewis v. Clarke* permits individual-capacity off-reservation claims
• Tehama County agricultural employers (almonds, walnuts, prunes, olives, cattle) - AB 1066 + Cal/OSHA + Labor Code sections 1682-1699 (Farm Labor Contractor Law) + ALRA

Local wage rules

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

Industry-specific protections

• Hospital workers (St. Elizabeth Community) - Cal. Health & Safety Code section 1278.5; ADA + FEHA disability-accommodation; religious-affiliated employer (Title VII ministerial exception applies to clergy roles only)
• Manufacturing / lumber / windows workers (Sierra Pacific) - Cal/OSHA section 6310; OSHA whistleblower (29 U.S.C. section 660(c))
• Agricultural / olive / orchard workers - AB 1066 overtime parity; Cal/OSHA outdoor heat-illness (8 CCR section 3395); Labor Code sections 1682-1699 (Farm Labor Contractor Law); ALRA; SB 95/SB 114 supplemental paid sick leave
• Tribal-casino workers (Rolling Hills Casino, Paskenta Band of Nomlaki Indians) - Title VII's statutory definition expressly excludes Indian tribes (42 U.S.C. section 2000e(b)). ADEA application to tribes is unsettled - circuit split, with the 9th Cir. holding tribes are not 'employers' under the ADEA per EEOC v. Karuk Tribe Housing Authority, 260 F.3d 1071 (9th Cir. 2001), but other circuits differ. ADA, PDA, and FLSA generally apply to commercial tribal enterprises. State FEHA may be barred by tribal sovereign immunity. Lewis v. Clarke (2017) permits individual-capacity claims for off-reservation conduct. Federal Indian Civil Rights Act (25 U.S.C. section 1301+) provides tribal-court remedies.
• Public-sector workers - Skelly + 6-month Government Claims Act
• 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 Tehama County

Civil employment cases brought by Tehama County workers are heard at the Tehama County Superior Court, 1740 Walnut Street, Red Bluff, CA 96080. 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 Tehama County Workers

Why Tehama 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.