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Maya L. Serkova
Serendib Law Firm
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Claimed Lawyer ProfileQ&A
Practice Area
- Employment Law
- Employee Benefits, Employment Contracts, Employment Discrimination, ERISA, Overtime & Unpaid Wages, Sexual Harassment, Whistleblower, Wrongful Termination
Fees
- Free Consultation
- Contingent Fees
Jurisdictions Admitted to Practice
- California
- State Bar of California
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Languages
- English: Spoken, Written
- Russian: Spoken, Written
Professional Experience
- Partner
- Serendib Law Firm
- Current
Education
- Whittier Law School
- J.D.
- Honors: Cum Laude; CELA Fellowship; Dean's List; CALI Award for Excellence; Trial Advocacy Honors Board
- Activities: Member of Employment Law Society
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- University of California - Los Angeles
- B.A.
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Professional Associations
- Orange County Bar Association
- Member
- Current
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- Los Angeles Bar Association
- Member
- Current
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- California Employment Lawyers Association
- Member
- Current
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- State Bar of California # 307025
- Member
- - Current
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Speaking Engagements
- The Ethics of a PAGA Action, The Ethics of a PAGA Action, California Employment Lawyers Association Web platform
- California Employment Lawyers Association
- The Ethics of a PAGA Action
Legal Answers
106 Questions Answered
- Q. My job laid us off on 11/18 but we worked a full shift that day and didn’t receive a paycheck for that day until 12/6?
- A: Employees who are discharged must be paid all wages due at the time of termination. A willful failure by the employer to comply with the final paycheck timing law gives the employee the right to receive Waiting Time Penalties equal to one day of pay times the days you are made to wait for the final paycheck, up to a total of 30 additional days of pay.
To get your final paycheck and Waiting Time Penalties, you have several options: (1) You can negotiate payment yourself; (2) Hire an attorney to negotiate payment; (3) File an administrative wage claim with the California Division of Labor Standards Enforcement; or (4) File a lawsuit. Best of luck.
Maya L. Serkova
- Q. What can I do about racial comments from my manager at work
- A: You need to inform your employer, preferably in writing. Your employer then has a duty to prevent discrimination and harassment at the work place.
If still nothing is done and the racial comments continue after you have informed your employer, it means your employer may be failing to meet its duty and there may be a potential recourse. I suggest you consult an employment law attorney who will further examine your situation and explain your options. Most employment law attorneys in California offer free-of-charge initial consultations and thereafter may take your case on a contingency basis, meaning you do not have to pay attorney’s fees unless and until there is a positive outcome for you. ... Read More
- Q. Is it legal to fire an employee after 10 years of good performance because he violated a company policy on it's 2nd day?
- A: In California, all employees are considered at-will unless there is a contract to the contrary. At-will employment means the employer may terminate your employment at any time, with or without cause or prior notice, provided it does not violate anti-discrimination laws.
That said, however, if the employer terminates the employee because the employee requested and took paid leave, that would not be lawful. In a word, more facts would need to be known to determine if you have meritorious claims against your former employer.
I suggest you consult an employment law attorney who will further examine your situation and explain your options. Most employment law attorneys in California offer ... Read More
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