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Wrongful Termination Lawyer San Francisco
Wrongfully Terminated in San Francisco?
If you were wrongfully fired, punished for speaking up, or forced to quit... you may have legal options.
Start with a FREE, confidential consultation.
FREE
CONSULTATIONS
20+
YEARS OF EXPERIENCE
RESULTS
PROVEN TRACK RECORD
4.8 STAR RATED ON GOOGLE
Wrongful termination isn’t always obvious
Does This Sound Like You?
• You were fired shortly after reporting a problem at work
• You were harassed or retaliated against on the job
• Your employer cut your pay/hours, demoted you, or reassigned you after you spoke up
• You believe discrimination played a role (age, nationality, orientation, gender)
• You didn’t receive compensation or benefits you were promised
YOU MAY BE ENTITLED TO COMPENSATION
WHAT YOU MAY BE ABLE TO RECOVER:
Loss of Income (lost wages)
You may be entitled to recover the income you would have earned had you not been wrongfully terminated, including wages, bonuses, commissions, and benefits.
Emotional Distress Damages
Losing your job unfairly can cause significant stress, anxiety, and reputational harm. In some cases, compensation may be available for the emotional impact of the termination.
Punitive Damages
If the employer’s conduct was particularly reckless or intentional, punitive damages may be awarded to punish the wrongdoing and discourage similar behavior.
CALL EMPLOYMENT ATTORNEY: MARK HOOSHMAND
415-532-3165
You may have recourse if you were harmed at work
Employment Harms we can evaluate:
RETALIATION
If your employer punished you for engaging in legally protected activity, retaliation can show up as:
• Demotion
• Discipline
• Firing
• Salary reduction
• Job or shift reassignment
WHISTLEBLOWER RETALIATION
If you reported suspected wrongdoing and your employer retaliated.
HARASSMENT / HOSTILE WORK ENVIRONMENT
If harassment made your workplace intolerable and your employer failed to stop it.
PAY / BENEFITS / PROMISES BROKEN
If you did not receive compensation or benefits as promised.
DISCRIMINATION
If you were treated unfairly due to age, nationality, orientation, or gender.
DISABILITY DISCRIMINATION
If you’ve been denied accommodations, harassed, or wrongfully terminated due to a disability.
YOU MAY BE ENTITLED TO COMPENSATION
WHAT YOU MAY BE ABLE TO RECOVER:
The Value of the Loss of your Home
If you were wrongfully forced out of your rental, you may be entitled to compensation for the financial impact of losing your home.
Emotional Distress Damages
Anxiety, embarrassment, loss of sleep, strain on family relationships, and disruption to children’s schooling are just a few of the emotional impacts that may result.
Punitive Damages
If a landlord’s conduct was particularly reckless, malicious, or intentional, a court may award punitive damages. Less common, but they may apply in especially serious cases.
CALL EMPLOYMENT ATTORNEY: MARK HOOSHMAND
You may have recourse if you were harmed at work
Employment Harms we can evaluate:
RETALIATION
If your employer punished you for engaging in legally protected activity, retaliation can show up as:
• Demotion
• Discipline
• Firing
• Salary reduction
• Job or shift reassignment
WHISTLEBLOWER RETALIATION
If you reported suspected wrongdoing and your employer retaliated.
HARASSMENT / HOSTILE WORK ENVIRONMENT
If harassment made your workplace intolerable and your employer failed to stop it.
PAY / BENEFITS / PROMISES BROKEN
If you did not receive compensation or benefits as promised.
DISCRIMINATION
If you were treated unfairly due to age, nationality, orientation, or gender.
DISABILITY DISCRIMINATION
If you’ve been denied accommodations, harassed, or wrongfully terminated due to a disability.
CALL EMPLOYMENT ATTORNEY: MARK HOOSHMAND
415-532-3165
TESTIMONIALS
What clients are saying
"I recommend them highly"
"Mr. Hooshmand has to be the most compassionate, hardworking, polite, articulate, wonderful, considerate and fair attorney I have ever met. "
- Peace B.
"He set clear expectations"
"If you’re looking for a honest, clear communicator, and results driven attorney then look no further Mr. Hooshmand should be your choice without reservation!"
- Bay Area Y.
"Please know he's the best!"
"He knows his stuff and he has great court presence, I was impressed. Oh and he won my case bigtime. Thanks Mark."
- Yowie S.
WHY OTHERS CHOOSE
HOOSHMAND LAW GROUP
When your livelihood is on the line, you want a firm that can take on serious employers and fight for accountability.
Clients come to us because:
• We have a proven track record
• We have the resources to win
• We are known in the community by defense attorneys and insurance companies
• On average, we recover more for our clients than other law firms
Let’s talk about what happened and whether we can help.
WHY OTHERS CHOOSE
HOOSHMAND LAW GROUP
When your livelihood is on the line, you want a firm that can take on serious employers and fight for accountability.
Clients come to us because:
• We have a proven track record
• We have the resources to win
• We are known in the community by defense attorneys and insurance companies
• On average, we recover more for our clients than other law firms
Let’s talk about what happened and whether we can help.
Schedule your free consultation
Talk to an Employment Attorney Today
We will fight to help you recover for any harm suffered related to your employment.
RECENT SUCCESSFUL CASES
R v NR
ASSAULT & BREACH
NR was alleged to have assaulted his common law partner. Several months later he was alleged to have assaulted her again, this time in breach of a court order. Consequently, NR was charged with multiple assault and court order breach offences. NR strongly denied the allegations. He plead not guilty and trial dates were set.
Before the first trial date, Matt Browne made multiple disclosure requests. The sought disclosure would bear on the complainant’s credibility. Matt had numerous discussions with the Crown about the disclosure. Through the discussions the Crown agreed to withdraw the charges that NR was facing.
R v OB
ASSAULT
Following a Christmas party, OB’s partner called the police alleging that OB assaulted her and prevented her from leaving the family home. The police arrested OB and charged him with assault causing bodily harm and forcible confinement.
After meeting with OB and reviewing disclosure Matt Browne contacted the Crown to discuss OB’s matter. Matt Browne highlighted potential credibility and witness participation issues should a trial occur. The Crown agreed; OB entered into a common law peace bond and the charges against him were withdrawn.
R v NR
BREACH COURT ORDER
When SS contacted Matt Browne he was charged with two breaches of a Conditional Sentence Order (CSO) and two breaches of a court order. CSO breaches may result in an individual spending the balance of their sentence in jail.
The Crown alleged that SS committed multiple curfew breaches. Matt Browne explained to the Crown that SS was assisting his mother during one of the breaches. Matt also noted some challenges the Crown would have with establishing the other breach allegations.
The Crown agreed. Three of the charges were dropped and SS plead guilty to a single CSO breach and received a 10 day extension of his CSO as a sentence.
R v CM
DRUG OFFENCES
Bike cops were responding to reports of drug trafficking in downtown Calgary. When they arrived at the scene of the complaint, the police found CM engaging in activity consistent with drug trafficking.
CM was arrested. A search of CM incident to arrest yielded several types of drugs along with cash. CM was charged with possession for the purpose of trafficking and possession of the proceeds of crime.
After reviewing disclosure, Matt Browne noted a significant issue with the search of CM. The issue could form the basis for an application to exclude the drugs and cash from the trial under section 8 of the Canadian Charter of Rights and Freedoms.
Matt informed the Crown of the issues the with search. The Crown reviewed disclosure in light of Matt’s comments. They then advised Matt that the charges against CM would be withdrawn.
Disclaimer: All results of cases handled by the lawyer are not provided. Every case is different, and each client’s case must be evaluated and handled on its own merits.
57 Post Street, Suite 804, San Francisco, CA 94104
57 Post Street, Suite 804, San Francisco, CA 94104
The information on this website is for general informational purposes only and may not reflect current law in your jurisdiction. It is not legal advice from Hooshmand Law Group and should not replace consultation with a licensed lawyer. Do not act or refrain from acting based on this information without seeking professional legal advice specific to your situation.
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