San Bernardino Employment Attorney
Employment Law Representation for California Employees
Milan Chatterjee is a San Bernardino employment attorney for workers facing wrongful termination, discrimination, harassment, retaliation and unpaid wages. Admitted in California and Nevada and a former Fortune 500 in-house counsel, he brings an insider's view of how employers build their defense to employees across San Bernardino County.
California At-Will Employment
Most jobs are at will (Lab. Code 2922), but a firing based on a protected trait, a complaint, protected leave or a reason that violates public policy is still illegal.
Anti-Discrimination Protections
FEHA covers employers with 5 or more employees and protects more characteristics than federal law. Harassment protections apply at employers of any size.
Overtime, Breaks and Tips
California requires daily overtime after 8 hours, meal and rest breaks with premium pay when missed, a $16.90 minimum wage in 2026 and no tip credit.
Filing Deadlines Still Matter
CRD complaints are generally due within 3 years and EEOC charges within 300 days. After a CRD right-to-sue notice, a lawsuit is generally due within 1 year.
Wrongful Termination
Wage & Hour Violations
Workplace Discrimination
Sexual Harassment
Retaliation & Whistleblowing
Disability Discrimination
Comprehensive California Employment Law Services
We handle employment matters across San Bernardino County's largest industries, from Ontario and Fontana distribution centers to hospitals in San Bernardino and Redlands
For Employees
Employment law solutions built for workers.
Wrongful Termination
Firings based on discrimination, retaliation, protected leave, whistleblowing or a violation of public policy.
Wage & Hour Violations
Unpaid daily overtime, missed meal and rest breaks, off-the-clock work, misclassification and late final pay.
Workplace Discrimination
Unequal treatment under FEHA and federal law, through the CRD and the EEOC.
Retaliation & Whistleblowing
Protection for reporting violations under Labor Code 1102.5, and for complaints about pay, safety and discrimination.
Sexual
Harassment
Quid pro quo demands and hostile work environments, with internal complaints and CRD filings handled confidentially.
Disability
Discrimination
Denied accommodations, failure to engage in the interactive process and firings over a disability or medical condition.
Understanding California Employment Law in San Bernardino County
California law gives employees more protection than federal law in almost every area. A San Bernardino employment attorney looks at state and federal claims together, chooses the right agency, and keeps every deadline in view.
FEHA (Gov. Code 12900 and following)
California's core law against discrimination, harassment and retaliation, enforced by the Civil Rights Department, whose Riverside office serves the Inland Empire.
California Labor Code
Sets the $16.90 statewide minimum wage for 2026, daily overtime, meal and rest breaks and final pay rules. The Labor Commissioner has an office in San Bernardino at 464 W. Fourth Street, Room 348.
Warehouse and Logistics Workers
Long shifts, production quotas, pre-shift security screening and short breaks make overtime, break and retaliation claims common in the county's distribution centers.
CRD vs. EEOC Strategy
Choosing where to file, whether to dual file, and whether to request an immediate right-to-sue notice can shape your whole case.
Deadlines Vary by Claim
Wage claims generally reach back 3 years, CRD complaints are due within 3 years, and some retaliation complaints must be filed within 1 year.
Why Workers Choose Our San Bernardino Employment Attorney
Employees choose a San Bernardino employment attorney who knows California law, knows how employers think, and works only for workers.
California-Admitted Counsel
Milan Chatterjee is admitted to the State Bar of California and evaluates every claim under California and federal law.
Fortune 500 Insider Insight
As former in-house counsel at Las Vegas Sands Corp., Milan knows how employers investigate, document and defend claims.
Aggressive, Strategic Advocacy
We pursue back pay, front pay, emotional distress damages, penalties and punitive damages where the law allows.
Employee-Only Representation
Our practice is devoted entirely to employees and the claims they bring.
Clear, Honest Communication
Plain-language updates at every stage, in English or Spanish.
Act Before Deadlines Pass
We review your situation quickly so no filing window closes while you decide.
Serving Workers Throughout San Bernardino County
Our San Bernardino employment attorney serves employees across the county's cities and industries, from the valley to the High Desert and the mountain communities.
- San Bernardino
- Redlands
- Rialto
- Colton
- Highland
- Loma Linda
- Ontario
- Fontana
- Rancho Cucamonga
- Upland
- Chino and Chino Hills
- Montclair
- Victorville
- Hesperia
- Apple Valley
- Barstow
- Big Bear
- Yucaipa
- Warehouse & Logistics Workers
- Healthcare Workers
- Ontario Airport & Hospitality Staff
- Construction & Trades
- Public Sector & Education
- Retail & Restaurant Workers
Frequently Asked Questions
Answers to common questions about workplace rights in San Bernardino County under California and federal law.
California is an at-will state, so most jobs can be ended at any time (Lab. Code 2922). But a firing is illegal when the real reason is discrimination, harassment, retaliation for a complaint, protected leave, whistleblowing or another violation of public policy.
It depends on the claim. CRD discrimination complaints are generally due within 3 years (Gov. Code 12960), EEOC charges within 300 days, most unpaid wage claims can reach back 3 years, and some retaliation complaints with the Labor Commissioner must be filed within 1 year.
Warehousing and logistics, health care, hospitality and restaurants, construction and retail see frequent claims for unpaid overtime, missed breaks, discrimination, harassment and retaliation.
Yes. FEHA prohibits harassment by supervisors, coworkers and even customers, at employers of any size. An employer is responsible for coworker or customer harassment when it knew or should have known and failed to act (Gov. Code 12940(j)).
Depending on the claim, remedies can include back pay, front pay, emotional distress damages, punitive damages, unpaid wages with interest, break premiums, waiting time penalties and attorney's fees.
No, but a San Bernardino employment attorney can help you choose the right agency, describe your claim clearly, protect every deadline and decide whether to request an immediate right-to-sue notice.