Jason A. Rastegar
Employment · Torrance · Los Angeles County
Bar #355141 · Admitted 2024
Speaks Spanish, Persian, French, Japanese, Tagalog, Vietnamese · Taking new clients (attorney stated)
Identity verified · View the record →
Indexed from official State Bar of California records · Identity verification · Updated regularly
The RegistryPractice Area · Statewide
Counsel for workers: termination, wages, harassment, and retaliation claims. This is the statewide record for employment in California: every attorney on the State Bar of California's official roll whose published practice reaches this area, shown in neutral directory order.
Californians search this field under many names · employment lawyer, employment attorney, wrongful termination attorney, wrongful termination lawyer, workplace harassment lawyer · and the registry answers all of them from the same source. Below: the governing deadline with its citation, what to weigh as you read the record, the questions Californians ask with the code sections that answer them, and employment coverage county by county, from Del Norte to San Diego.
Three years to file a discrimination, harassment, or retaliation complaint with the Civil Rights Department.
Cal. Gov. Code § 12960
After the CRD issues a right-to-sue notice, suit must follow within one year (Cal. Gov. Code § 12965). Most wage claims reach back three years under Cal. Code Civ. Proc. § 338: up to four via Bus. & Prof. Code § 17200.
For a workplace matter, look for attorneys who practice employment law on the side of the table you sit on, most represent either workers or employers, rarely both. Ask whether the attorney has taken wage-and-hour or FEHA cases through the county's superior court or PAGA and arbitration procedures, how they evaluate damages, and whether they work on contingency for termination and harassment claims. Bring your personnel file, pay records, and any severance offer to a first call.
18,458 attorneys on the official State Bar of California roll list employment among their practice areas, with an address of record in 53 of California's 58 counties.
17,975 of them hold an active licence; the remainder are recorded as inactive and are not currently eligible to practise.
The largest county rosters are Los Angeles (6,907), Orange (1,969), San Francisco (1,950), San Diego (1,850) and Sacramento (1,137).
109 hold a State Bar Certified Legal Specialist designation, a certification issued by the State Bar's Board of Legal Specialization, and not a rating or a ranking.
For 1,715, the registry records a language other than English, almost always from a firm website published in that language; that describes the website, not an attorney's own ability.
Employment · Torrance · Los Angeles County
Bar #355141 · Admitted 2024
Speaks Spanish, Persian, French, Japanese, Tagalog, Vietnamese · Taking new clients (attorney stated)
Identity verified · View the record →
Employment · Newport Beach · Orange County
Bar #304905 · Admitted 2015
Identity verified · View the record →
Employment · Compton · Los Angeles County
Bar #361265 · Admitted 2025
Identity verified · View the record →
Employment · Los Angeles · Los Angeles County
Bar #332032 · Admitted 2020
Speaks Spanish · Taking new clients (attorney stated)
Identity verified · View the record →
Employment · San Francisco · San Francisco County
Bar #189366 · Admitted 1997
Identity verified · View the record →
Employment · Irvine · Orange County
Bar #363544 · Admitted 2025
Identity verified · View the record →
Employment · Ontario · San Bernardino County
Bar #350717 · Admitted 2023
Identity verified · View the record →
Employment · Somis · Ventura County
Bar #349710 · Admitted 2023
Identity verified · View the record →
Employment · Anaheim · Orange County
Bar #345310 · Admitted 2022
Identity verified · View the record →
Employment · Upland · San Bernardino County
Bar #249040 · Admitted 2007
Taking new clients (attorney stated)
Identity verified · View the record →
Employment · Tumwater · Non-California County
Bar #326708 · Admitted 2019
Identity verified · View the record →
Employment · San Diego · San Diego County
Bar #349771 · Admitted 2023
Speaks Spanish, Portuguese · Taking new clients (attorney stated)
Identity verified · View the record →
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In the last 30 days attorneys have read 11 filed matters on the registry.
Submit your case for reviewLegal information, not legal advice
The matters this field covers, as Californians search for them. Each attorney's own profile states which of these they take.
Usually yes: Cal. Lab. Code § 2922 presumes employment is at-will, meaning either side may end it at any time. But the reason cannot be unlawful: termination based on a protected characteristic (Cal. Gov. Code § 12940), for whistleblowing (Cal. Lab. Code § 1102.5), for taking protected leave, or in violation of public policy supports a wrongful termination claim despite at-will status.
For claims under the Fair Employment and Housing Act, you generally have three years from the unlawful act to file a complaint with the California Civil Rights Department (Cal. Gov. Code § 12960), then one year from the right-to-sue notice to file in court (Cal. Gov. Code § 12965). Common-law wrongful termination claims run two years under Cal. Code Civ. Proc. § 335.1.
Non-exempt employees earn 1.5× their regular rate after 8 hours in a day or 40 in a week, and 2× after 12 hours in a day, under Cal. Lab. Code § 510. California's daily overtime rule is broader than federal law. Misclassification as "exempt" or as an independent contractor (tested under Lab. Code § 2775's ABC test) is a frequent source of unpaid-overtime claims.
Immediately at termination if you are discharged (Cal. Lab. Code § 201), or within 72 hours if you quit without notice (Cal. Lab. Code § 202). A willfully late final paycheck accrues waiting-time penalties of a full day's wages for each day late, up to 30 days, under Cal. Lab. Code § 203.
Yes. Cal. Lab. Code § 1102.5 prohibits retaliation against an employee who reports conduct they reasonably believe violates a law or regulation, internally or to a government agency. Separate anti-retaliation rules protect wage complaints (Lab. Code § 98.6) and discrimination complaints (Gov. Code § 12940(h)). Remedies can include reinstatement, lost pay, and civil penalties.
Legal information, not legal advice.
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