California administrative deadlines are strict and short.
FEHA claims must be filed with the California CRD within 3 years of the discriminatory act. Once a right-to-sue letter issues, the employee has 1 year to file in state court. Federal Title VII deadlines are shorter (300 days to file with EEOC in a deferral state).
What we handle in these cases.
When eeoc / feha / title vii cases come into the firm, they usually break down into a few recurring patterns.
- Case intake and initial evaluation
- Evidence preservation and demand letter
- Negotiation, mediation, or arbitration
- Litigation and trial preparation when needed
What California law says.
California statutes, applicable Labor Code sections, and controlling case law govern each of these claims. Deadlines vary. Free consultation covers the specific statute of limitations for your situation.
The moment discipline lands, start the clock in your head. The administrative window closes faster than most people expect.
How the case actually gets built.
Every case John accepts follows the same structural approach. Preserve the evidence early. Interview witnesses while memory is fresh. Get the documentary record — HR file, medical records, police reports, ELD data, surveillance video — under a preservation letter before it disappears. Frame the case for trial from day one, even if it settles at mediation months later.
EEOC / FEHA / Title VII cases at the firm follow the same discipline that runs through every John Ramirez case: preserve evidence early, build the case around the documentary record, and prepare for trial even if the case will settle. Trial preparation is what generates leverage at mediation.
Fees and timeline.
Contingency fee. No fee unless we recover.
The administrative step is not paperwork. It is the gate to the courthouse.
Ready to talk?
Consultations are free and confidential. When you call the firm, you speak with John. Same-day response. Se habla español.