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California offers some of the most robust worker protections anywhere in the form of laws governing wage and hour including overtime, job misclassification, discrimination and harassment, reimbursement of employees’ job expenses, and
Successful recovery in California class action cases
wrongful termination. When situations at work seem out of line with state and federal employment laws, don’t hesitate to reach out to us to help you evaluate your potential job-related claims.
If you have experienced unfair conditions on the job, Manfred, APC offers the counsel and representation that you need to protect yourself. Your case may positively affect fellow workers as well. San Diego employment law attorney Manfred Muecke focuses the firm’s law practice on advocacy for employees, along with consumers, investors, and insurance policyholders.
Call (619) 452-1119 or contact our firm online to discuss your case with Attorney Manfred Muecke today.



You may be justified for suspecting injustice at your place of employment for any of the following reasons:
  • Misclassification: Your employer classifies you as an exempt employee, calling you a manager—when in fact, your duties resemble those of hourly wage employees—apparently to keep from paying you overtime when you are asked to work late.
  • Discrimination, Harassment, and Sexual Harassment: Coworkers, clients, or upper management personnel tell off-color jokes in your presence, make fun of your wardrobe or body type, comment on your personal life, or proposition you sexually. You may have asked them to stop, without success.
  • Paying for Job Expenses Out of Pocket: To do your job, you may be required to supply expensive equipment, pay for internet services, or buy your own uniform. You wonder if your employer is legally required to reimburse you for job-related expenses.
  • Violation of Employee Benefit Offers: When you attempt to take a legal family or medical leave per the federal Family and Medical Leave Act (FMLA), the California Family Rights Act (CFRA), or the New Parent Leave Act (NPLA), your employer disapproves or if you have already taken such a leave, you experience apparent retaliation through a demotion or discharge.
In any of these or other troubling aspects of your work environment quality, you are wise to realize that it’s time to discuss the facts and explore options with an employment law attorney.


Common issues our team is asked to litigate on behalf of California workers include:
  • Off-the-Clock Work: If you are asked or otherwise pressured to start or finish up work when you are not clocked into work, your employer may be engaging in unlawful employment practices. Work done off the clock that may be compensated can include responding to emails, finishing up projects, security check in and check out, cleaning up and locking up, and more. This can happen before or after your shift, including during your breaks and lunch period.
  • Meal and Rest Breaks: Employers are to give their employees rest periods and meal breaks depending on how many hours the employee works during the day. If an employer asks the employee to stay on the work premises or keep his or her personal mobile device to answer calls or emails, then a true break or rest period may not have been provided.
  • Business Expenses Reimbursement: If you have to pay for work-related expenses out of your own pocket, you should be reimbursed by your employer. These expenses can include monthly internet, cell phone reimbursement, laptops, printers, Zoom licenses and webcams, driving mileage, uniforms, equipment, and other items reasonably necessary for you to perform your job as an employee.
  • Misclassification of Employees as Salaried Workers to Avoid Overtime and Rest Periods: Some employers will pay a salary instead of an hourly wage to employees to avoid paying overtime and other benefits normally given to hourly employees. Examples include employees being given a professional job title such as “Assistant Manager” or “Manager” but end up mostly performing administrative, customer service, and clerical job duties.
  • Immediate Payment Upon End of Employment: If you are terminated from your employment, all earned wages—including accrued vacation pay which is also known as paid-time-off or PTO—is due to you within 72 hours.
  • Accurate Paystubs: California law also requires employers to provide accurate pay stubs to their employees.


Manfred, APC, is available to provide the information and guidance that you need to improve your workplace experience or pursue compensation after a wrongful discharge. Manfred, APC, is well-versed in employment law and looks forward to evaluating your potential job-related claims.
Best Advocate for Employment Rights
To reach an employment law attorney at our San Diego law offices, call (619) 452-1119 or complete our online inquiry form.


Know what to expect before your consultation.

  1. Exclusively Representing Plaintiffs Throughout his career, Manfred has consistently shown his commitment to fighting for the little guy by only representing plaintiffs.
  2. Personalized Attention for Each Client Manfred makes it his goal to ensure his clients get the help they need by aligning their goals with the proper strategy.
  3. Nearly 20 Years of Legal Experience With a career spanning nearly two decades, Manfred has extensive experience litigating class action cases, consumer financial fraud cases, employment law cases, and much more.
A Brighter Future is on the Horizon
It all starts with a case evaluation.

Reach out to us today to discuss your options.