At Chami Law, we believe every worker in California deserves to feel safe and respected in the workplace - regardless of their immigration status. With rising concerns over Immigration and Customs Enforcement (ICE) activity and employer cooperation with federal immigration authorities, it's crucial for employees to know their rights under California law. This includes how to identify violations, recognize discriminatory behavior, protect yourself and others, and take steps to seek justice if those rights are violated. Understanding ICE Raids & Immigration Enforcement at Work ICE may attempt to enter workplaces to conduct investigations related to immigration status. However, California laws provide strong protections for workers: 1. Employer Obligations Under California Law California's Immigrant Worker Protection Act (AB 450) limits how and when employers can cooperate with ICE. Specifically: Employers may not allow ICE agents into nonpublic areas of a workplace without a judicial warrant. Employers may not provide employee records to ICE without a subpoena or judicial warrant. Employers must notify employees and their unions within 72 hours of receiving an ICE I-9 audit notice. Employers who violate these laws can face fines ranging from $2,000 to $10,000 per violation. 2. What to Do If ICE Comes to Your Workplace If ICE shows up at your workplace: You do not have to speak to them. You have the right to remain silent. Do not show any identification, such as passports or consular IDs. Ask if they have a judicial warrant. Administrative ICE warrants are not the same and do not permit entry without employer consent. Do not run. Staying calm is critical. If you feel your rights were violated during an ICE interaction, document everything and seek legal advice immediately. Workplace Discrimination Based on Immigration Status or National Origin California's Fair Employment and Housing Act (FEHA) and Labor Code section 1019 protect employees from discrimination based on: Immigration status National origin Language proficiency Accent Employers are also prohibited from retaliating against workers who: Assert their rights File complaints with government agencies Refuse to allow ICE agents into private areas without proper warrants No employer has the right to threaten to call immigration authorities in retaliation for your actions. Doing so may be considered unlawful retaliation and discrimination. Recognizing Discrimination or Coercion Common signs of immigration-related workplace abuse may include: Threats to report you or your family to immigration Unfair treatment compared to U.S.-born coworkers Being denied wages or overtime due to immigration status Pressure to sign false documents or waivers under threat of deportation You are not alone - and you do not have to tolerate such treatment. California law protects all workers, including undocumented individuals. How to Protect Yourself Know your rights before a situation arises. Document everything - names, times, witnesses, copies of forms or emails. Speak with an employment attorney before responding to requests from employers related to immigration enforcement. Report violations to the California Labor Commissioner or Department of Fair Employment and Housing (DFEH). Your immigration status does not take away your right to a fair and safe workplace. Seeking Legal Guidance - We're Here to Help At Chami Law, we are committed to defending the rights of immigrant workers and standing up to discrimination in all forms. Whether you've experienced a workplace raid, been threatened based on your status, or simply want to know your rights, our team is here to guide you - confidentially and with compassion. We handle cases related to: Wrongful termination Retaliation for asserting rights National origin and immigration-related discrimination Hostile work environments Unlawful verification practices (I-9 abuse) Consultations are always confidential and at no obligation . We'll walk you through your options, help you document your experience, and protect you if you choose to come forward. Ready to talk? Contact Chami Law today . Let us help you evaluate your situation and fight for the justice you deserve .

At Chami Law , we believe every employee deserves to work in an environment free from discrimination - including age discrimination. If you're 40 years or older and feel you've been treated unfairly at work due to your age, California law offers you robust protections. This article will help you understand your rights, how to identify age discrimination, how to protect yourself, and what to do if you think your rights have been violated. What Is Age Discrimination? Age discrimination occurs when an employee or job applicant is treated less favorably because of their age - most commonly when they are 40 or older. This could manifest in hiring decisions, promotions, layoffs, pay, job assignments, or access to training. Age discrimination is illegal under both federal and California law , including: California Fair Employment and Housing Act (FEHA) - California Government Code §12940(a): Prohibits employers with five or more employees from discriminating based on age (40+). Federal Age Discrimination in Employment Act (ADEA) - Protects individuals age 40 and older from discrimination at companies with 20+ employees. California Labor Code §1102.5 - Protects employees who report unlawful or unethical behavior, including age discrimination, from retaliation. Examples of Age Discrimination Age discrimination can be subtle or overt. Some common signs include: Repeated comments or jokes about your age or retirement. Being passed over for promotions or high-profile projects in favor of younger employees with less experience. Sudden negative performance reviews after years of strong work. Unfair discipline or termination while younger coworkers are treated more leniently. Hiring managers expressing a desire for a "young, energetic" team. Pressure to retire or being excluded from training opportunities. Remember, you do not have to be fired to have a valid claim . Demotions, harassment, poor treatment, or being overlooked for opportunities can all be forms of age discrimination. How to Protect Yourself If you suspect age discrimination, here are steps you can take: Document Everything : Keep a written record of discriminatory comments, actions, dates, and witnesses. Review Company Policies : Familiarize yourself with your employer's anti-discrimination and complaint procedures. Speak Up : If you feel comfortable, raise your concerns with HR or management in writing. File a Complaint Internally : Follow internal grievance procedures. This shows good faith and builds a record. File a Government Complaint : You may file a complaint with the California Civil Rights Department (CRD) or the Equal Employment Opportunity Commission (EEOC). These agencies investigate and can issue a "right to sue" letter. Contact a Lawyer Early : Even before making a complaint, it's wise to speak with an attorney to protect your rights and strategy. Retaliation Is Also Illegal If you report age discrimination, your employer cannot legally retaliate against you . This includes demotions, harassment, termination, or any adverse employment action because you raised a concern. Under Labor Code §1102.5 , you are protected from retaliation for reporting violations of the law. How Chami Law Can Help At Chami Law, we specialize in employment law, including age discrimination, retaliation, and wrongful termination. We understand the emotional and financial toll that workplace discrimination can cause - and we're here to support you every step of the way. You don't need to be fired to have a case. We help you evaluate your options before taking any action. There's no obligation to speak with us - just a confidential, free consultation. We've represented clients across industries who were overlooked, mistreated, or unfairly pushed out because of their age.  You Deserve to Be Treated Fairly No one should be judged or devalued because of their age. Whether you're exploring your options or ready to take action, Chami Law is here to guide you . Contact us today for a free and confidential consultation.