San Francisco Employment Lawyer for Employees

Lex Grayner Law represents private and public sector employees in disputes with their employers. When an employer has already crossed the line — whether through discrimination, retaliation for reporting misconduct, or termination in violation of public policy — Lexa builds the case needed to hold that employer accountable and secure the compensation her client is owed.

Just as often, the fight happens before a termination is final. When an employee is being pushed out, Lexa steps in to negotiate the terms of departure — resignation agreements, severance packages, and releases — making sure her client isn't pressured into signing away their rights for less than the situation warrants. Her goal in every case is the same: give clients leverage in moments where employers hold most of the power.

Employment law is complex, and employers typically have counsel from day one — you deserve the same. Lex Grayner Law is built on a career of holding powerful institutions accountable, and brings that same rigor and commitment to every employee it represents, whether you're negotiating an exit, reporting misconduct, or standing up to discrimination or harassment on the job. If something happened to you at work that didn't feel right, it's worth a conversation.

Discrimination

Under California's Fair Employment and Housing Act (FEHA), one of the broadest anti-discrimination laws in the country, it is illegal for most employers with five or more employees to discriminate based on race, color, ancestry, national origin, religion, age (40 and over), sex, gender identity or expression, sexual orientation, marital status, physical or mental disability, medical condition, genetic information, military or veteran status, or reproductive health decisions, among other protected characteristics.

Federal law provides parallel protections through Title VII of the Civil Rights Act (employers with 15 or more employees), the Age Discrimination in Employment Act (employers with 20 or more employees), and the Americans with Disabilities Act (employers with 15 or more employees).

Harassment at Work

Harassment — including a hostile work environment and quid pro quo harassment — is treated as its own form of unlawful conduct, distinct from discrimination. Under FEHA, an employer's duty to prevent harassment applies regardless of how many people it employs. Under both state and federal law, conduct is generally actionable when it is “severe or pervasive” enough to alter the conditions of employment and create an abusive working environment, and employers can be held liable for harassment by supervisors, coworkers, and even non-employees such as clients or customers when the employer knew or should have known and failed to act. Retaliation against an employee for reporting harassment is independently unlawful.

Wrongful Termination

California is an “at-will” employment state, meaning an employer generally may end employment at any time, for any lawful reason, or for no reason at all. But “at-will” is not a blank check. California law recognizes several important exceptions, including terminations that:

• Violate a fundamental public policy — for example, firing an employee for refusing to break the law, for reporting illegal conduct (whistleblowing), or for exercising a legal right such as taking family or medical leave or serving on a jury;
• Breach an implied promise of continued employment, even without a written contract; or
• Breach the implied covenant of good faith and fair dealing that exists in every employment relationship.

Federal law adds further protection in specific circumstances, including terminations that retaliate against an employee for opposing discrimination or harassment, for exercising rights under wage-and-hour or leave laws, or for engaging in protected whistleblowing activity.

Employment Contract and Severance Negotiations

Negotiating the contract that will shape your income and standard of living — or navigating difficulties that arise once you're on the job — is rarely something to face alone, and sound legal counsel can make all the difference. Lexa offers discreet, behind-the-scenes guidance to employees as they enter into employment contracts, ongoing counsel as workplace issues unfold, and dedicated representation for employees facing imminent termination or seeking to separate from their employer.