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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
108 Questions Answered
- Q. What to do about HR dismissing my protected class concerns and reducing work hours?
- A: I agree with my colleague's response that your employer's conduct is not entirely lawful here. At this point, I suggest you consult an employment law attorney for a more individualize assessment of your case, 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. They may also advance either all or partial costs of litigation.
You can look either on this site in the Find a Lawyer section or go to California Employment Lawyers ... Read More
- Q. I was changed from hourly to salary, with a verbal notice and a number emailed to me. Is this legal? I have not agreed
- A: In California, all employees are considered at-will unless there is a contract to the contrary. At-will employment means the employer may change the terms of your employment including the classification. However, to be properly classified as an exempt employee you must be paid at least double the minimum wage assuming a 40-hour workweek, and you must spend the majority of your time performing tasks that are considered executive, professional or administrative as those terms are defined in the Wage Order for your industry. Therefore, the right question you should be asking is if you are properly classified as an exempt employee. To answer that question, more information would need to be known. ... Read More
- Q. Iam sueing my boss because my manager had me work off the clock we are during for 82,000 is that about right in ca
- A: It is unlawful to work off the clock and not get compensated for the hours worked in CA. 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. They may also advance either all or partial costs of litigation.
You can look either on this site in the Find a Lawyer section or go to California Employment Lawyers Association (www.cela.org), an organization whose members are committed to representing ... Read More
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