California employment law

Did something happen at work after you asked for leave, spoke up, or reported harassment?

Sansanowicz Law Group represents California employees in matters involving protected leave and accommodations, whistleblower retaliation, and unlawful harassment. If your job changed after you exercised a workplace right or reported serious misconduct, tell the firm what happened.

Tell us what happened.

Start with three focused questions. Then add your contact information.

Step 1 of 2 · Situation

Which situation best matches what happened?

Choose the closest fit. You can add context later.

What has already happened?

This helps separate an actual employment action from a concern about what might happen next.

Which best describes the PIP timing?

Did a manager, HR, or another decision-maker know about your request, report, refusal, or complaint?

Your situation may be early for this focused review. Lenny generally prioritizes matters where an employment action, retaliation, or serious harassment has already occurred. You may still continue if there are other facts the firm should consider.

Step 2 of 2 · Contact information

How should the firm reach you?

Add a short description of the timeline if it will help explain what happened.

First name *

Last name *

Email *

Phone number *

Briefly describe what happened and when

Thank you. Your information was sent.

Sansanowicz Law Group can now review the information you provided. Submission does not create an attorney-client relationship.

Priority case types

Three situations the firm wants to identify earlier.

The page now centers the facts that matter for intake: what protected activity or harassment occurred, what the employer knew, and what changed afterward.

01 · Leave & accommodations

You requested an accommodation or protected leave.

This can include disability or medical accommodations, a medical leave of absence, pregnancy-related accommodations, baby-bonding leave, or time to care for a family member.

Your request was denied, discouraged, or treated as a problem.
Your role, schedule, pay, duties, or treatment changed afterward.
You were disciplined, placed on a PIP, pushed out, or terminated.

02 · Whistleblower retaliation

You raised a serious concern or refused to participate.

You identified conduct you reasonably believed was illegal, fraudulent, unsafe, or improper, tried to protect the company or others, or refused to approve or participate in it.

Management told you to stop raising the concern.
You refused to sign, approve, or participate in something you believed was improper.
Discipline, lost opportunities, demotion, or termination followed.

03 · Harassment

The conduct was tied to sex, race, gender, or another protected category.

Harassment does not have to involve physical touching or an explicit demand for sexual favors. Serious or repeated comments, messages, conduct, or treatment may still matter.

You experienced sexual, racial, gender-based, or other protected-category harassment.
You reported it and the response was inadequate or dismissive.
You experienced retaliation after reporting it or participating in an investigation.

Why timing matters

A stronger intake starts with the sequence of events.

The goal is not to reduce every workplace dispute to a formula. It is to quickly understand whether there is a meaningful connection between protected activity and what happened next.

A protected event or serious harassment

You requested leave or an accommodation, reported suspected wrongdoing, refused to participate in something improper, or experienced/reported protected-category harassment.

The employer knew

A manager, HR, or another decision-maker knew about the request, report, refusal, complaint, or underlying issue before the job action or retaliation.

Something changed

You were terminated, disciplined, placed on a PIP, demoted, reassigned, lost pay or hours, or experienced continuing retaliation or harassment.

A more focused review

Concern alone is different from an action that already happened.

If you are only worried that you may receive a PIP, have an upcoming HR meeting, or want general information before any job action or serious harassment has occurred, the matter may be too early for the focused review this campaign is designed to generate.

Higher-priority signal: a PIP or discipline after protected activity.
Higher-priority signal: termination, demotion, or loss of responsibilities.
Higher-priority signal: retaliation after a report, request, complaint, or refusal.
Higher-priority signal: serious or repeated harassment tied to a protected characteristic.

Sansanowicz Law Group

Employee-side representation with a clear standard for every case.

The firm’s public mission emphasizes listening carefully, giving an honest evaluation, and working hard for the people it represents.

You will be heard here.

The intake should capture the facts without forcing a complicated employment story into vague labels.

An honest evaluation.

The purpose of the review is to understand whether the timing and facts support taking the next legal step.

Focused on California employees.

Sansanowicz Law Group’s practice is devoted to protecting employee rights in California workplace disputes.

Something already happened at work?

Start with the short case review and give the firm the timeline.

Start Case Review