How Hugo can help

Severance Negotiation

A severance agreement is a contract — and the first version an employer hands you is rarely their best offer. It's also a release: once you sign, you typically give up your right to bring any legal claim, whether or not you knew you had one. For executives, the numbers and terms that are genuinely negotiable can be substantial.

Before you sign, the firm reviews what you're being asked to give up and where there's room to gain, including:

• Increased severance pay and extended benefits (COBRA and beyond)
• Acceleration or preservation of equity, options, and RSUs
• Bonus and commission payments you've already earned
• Non-compete, non-solicit, and non-disparagement terms
• Agreed references, transition language, and how your departure is described

Wrongful Termination

California is an at-will state, but "at will" does not mean "for any reason." If you were fired because of who you are, in retaliation for asserting your rights, in breach of a contract, or in violation of public policy, that termination may be unlawful — and you may be owed far more than the severance you were offered.

• Retaliation for protected complaints or activity
• Termination during or after medical or family leave
• Breach of an employment contract or company policy
• Constructive discharge (being forced to resign)

Discrimination

California's Fair Employment and Housing Act is among the strongest worker-protection laws in the country. It prohibits adverse treatment — in hiring, pay, promotion, discipline, and termination — based on protected characteristics.

• Age (40+), race, color, and national origin
• Sex, gender, pregnancy, sexual orientation, and gender identity
• Disability and medical condition, including failure to accommodate
• Religion, marital status, and more

Retaliation & Whistleblower Claims

The law protects your right to speak up. If you reported illegal conduct, unpaid wages, unsafe conditions, harassment, or discrimination — internally or to a government agency — your employer cannot lawfully punish you for it.

• Whistleblower protections under California law
• Retaliation for complaints about illegal or unethical conduct
• Demotions, pay cuts, exclusion, or termination after protected activity

Harassment

A hostile work environment — whether based on sex, race, or another protected characteristic — is unlawful. So is quid pro quo harassment, where job benefits are tied to tolerating misconduct. Documenting what's happening early, and getting advice on your options, can make a decisive difference.

• Sexual harassment and quid pro quo conduct
• Hostile work environment
• Harassment based on any protected characteristic

Workplace Accommodation & Retaliation

Getting hurt at work is hard enough — what your employer does next shouldn't make it worse. In California, injured workers have real protections, and several common employer reactions are against the law. You don't have to be a high earner or have a fancy title; these rights protect every employee. If any of this happened to you, it’s worth a conversation:

• Your employer refused to accommodate your injury or medical restrictions — light duty, modified tasks, or time to heal
• Your injury got worse because they made you keep doing tasks you couldn't safely perform
• You were demoted, had your hours cut, were harassed, or pushed out after reporting an injury or filing a workers' compensation claim
• You were terminated because of a work injury, a disability, or for taking medical leave

California law requires employers to reasonably accommodate injuries and disabilities, and it protects you from discrimination and retaliation for being hurt or for speaking up. These rights can reach beyond a workers' compensation claim — so even if you already have a comp case, it's worth finding out what else you may be owed.

Unpaid Compensation & Equity

If you earned it, you should receive it. The firm helps professionals and executives recover compensation their employers withheld or clawed back improperly.

• Unpaid or withheld bonuses and commissions
• Vested stock, options, and RSUs
• Final pay and other wage-and-hour violations

Start a Confidential Case Review

This page is general information, not legal advice about your specific situation. The best way to understand your options is a confidential conversation.