Standing up for Inland Empire workers in Riverside County — wrongful termination, unpaid wages, discrimination, and more.
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Riverside County is the fastest-growing major county in California, home to over 2.5 million residents and a workforce that has expanded dramatically over the past decade. The Inland Empire — spanning Riverside and San Bernardino counties — is now one of the largest logistics and warehousing hubs in the world, with massive distribution centers operated by Amazon, UPS, FedEx, Walmart, and hundreds of other employers lining the I-10 and I-215 corridors.
This explosive growth has come with serious labor law problems. Riverside County workers in warehousing, construction, healthcare, retail, and manufacturing routinely face wage theft, misclassification, unsafe conditions, and unlawful termination. At Liane Ly Law, we represent Riverside County employees who have had enough. Attorney Liane Katzenstein Ly fights aggressively in the Central District of California and Riverside County Superior Court to hold employers accountable and recover the maximum possible compensation for workers whose rights have been violated.
Fired for an illegal reason? We fight for reinstatement, back pay, and damages when employers violate California termination law.
Discrimination based on race, gender, age, disability, religion, or national origin violates California and federal law. We hold employers accountable.
Hostile work environment and quid pro quo harassment are illegal. We provide compassionate, aggressive representation for harassment victims.
Did your employer punish you for reporting misconduct or filing a complaint? Retaliation is illegal and we aggressively defend your rights.
Unpaid overtime, missed meal breaks, misclassification — California wage law is strict. We recover what you are owed, plus penalties.
General employment matters including contract disputes, non-compete issues, severance negotiation, and WARN Act violations.
Riverside’s warehouse and logistics workforce is one of the most vulnerable in California. Many workers are employed through staffing agencies, which creates complex questions about joint employer liability. California law holds both the staffing agency and the client company responsible for wage and hour violations.
Attorney Liane Katzenstein Ly has over 15 years of experience representing California employees and has appeared in courts across the state. She is licensed in all California state courts and in the Central, Northern, and Eastern Districts of California for federal claims. When you hire Liane Ly Law, you get an attorney who understands not just the law, but the economic realities facing workers in your region.
Associate attorney Julie Lewis brings additional experience in individual employment matters, ensuring every client receives the dedicated attention their case deserves. Our team approaches every case with the belief that each worker’s story matters and that every worker deserves to be treated with dignity and respect.
Attorney Liane Katzenstein Ly has fought for California workers since 2008, building a record of results in state and federal court.
We handle most employment cases on contingency — you pay no attorney fees unless we recover compensation for you.
We exclusively represent employees, never employers. Your interests are always our only priority.
If you believe your employer has violated your rights in Riverside County, don’t wait. Employment law deadlines are strict and evidence disappears quickly.
Liane’s passion extends beyond the courtroom. She dedicates her time to pro bono legal services, empowering low-wage workers and undocumented immigrants seeking asylum. She is also deeply involved with non-profits that advocate for workers’ rights, ensuring that her commitment to justice goes beyond her practice.
With over 15 years of experience, Liane has built a reputation for providing compassionate, results-driven representation. Her work has taken her to state and federal courts, where she has achieved significant victories for workers across a wide range of industries. Whether addressing wage disputes, fighting against wrongful termination, or standing up to discrimination, Liane approaches each case with the belief that every worker’s story matters.
At Liane Ly Law, we’re not just about legal representation—we’re about changing lives.
We understand the courage it takes to speak up against unfair treatment and the impact losing your job can have on every aspect of your life. We’re here to stand by your side every step of the way. Let us help you reclaim your voice and achieve the justice you deserve.
Relentlessly pursuing justice with passion, precision, and unwavering commitment to protect your rights and achieve the results you deserve.
Delivering expert legal representation with integrity, reliability, and a steadfast focus on achieving the best outcomes for our clients.
Bringing years of proven expertise to navigate complex legal challenges and secure justice for our clients.
Our employment lawyers handle all kinds of employee-employer disputes, from wage and hour violations to workplace sexual harassment to discrimination and wrongful termination claims. If your employer has done anything you suspect to be illegal, and it has cost you your job, resulted in demotions or other discipline, or lost you income you deserved, talk to us about whether you have an employment law case.
Protected classes are certain groups or characteristics that are protected from discrimination under the law. Federal and state law combine to cover a wide range of protected classes, including:
If your employer puts restrictions on workers, but they interfere with your rights, you may be able to request an accommodation. This is primarily available for disabilities and religious practices, where you might not be able to perform work tasks without an accommodation.
For example, if you work in a job that requires a lot of standing, a reasonable accommodation for your disability may be to have a stool nearby. A common religious accommodation is not being able to work on your sabbath day.
If an accommodation is too expensive or disruptive, it might not be “reasonable,” and your employer might not need to accommodate.
Discrimination, retaliation, sexual harassment, and other illegal decisions can be part of a claim for nearly any kind of negative employment decision. While wrongful termination may be the most well-known, you can also file claims based on these acts:
First and foremost, documentation is important. Communications like emails and texts can help show what employers did, when they did it, and why they did it. Records of when employers received information or disclosures are also vital to show that the timing of the negative employment decision corresponds with them learning a fact about you.
Proving discriminatory intent is often the hardest part of a case (when intent is needed). Employers tend to come up with pretextual excuses or legal reasons for firing and adverse decisions to cover their discrimination, so we often need proof that the true motive was discrimination. This often means looking into different decisions your employer made in similar situations to show you were treated differently.
Damages for missed wages, along with damages for the emotional distress and embarrassment you faced, are some of the most common damages. You may also be entitled to attorney’s fees.
Punitive damages are available in some cases to punish the defendant employer for their wrongdoing.
You may also be entitled to equitable relief, which means ordering a party to do something. This could include rehiring.
Yes. Sexual harassment at work often comes in two forms:
If you can prove these claims, you may be entitled to damages.
If your employer took negative steps against you because of discrimination, harassment, retaliation, or other illegal reasons, the grounds for a lawsuit are already met. If you quit after that, you might not be entitled to damages after the time you quit, but you can still sue for what already occurred before that.
In cases where a reasonable person in your same situation would quit because they were unable to keep working in your conditions, your “quitting” might also be treated the same as being fired. However, it is typically a stronger case if you were indeed fired.
The statute of limitations for employment law cases depends on the specific type of case you are filing. Even within the same type of claim, the reason for the wrongful action might extend your filing deadline. Plaintiffs generally have 2 to 4 years, depending on the case.
Always talk to a lawyer as soon as you can to avoid delays in filing. Additionally, do not assume your case is too late, as there may be reasons your filing deadline is longer than you expected. There may also be grounds to pause or “toll” the statute of limitations and get more time.
