At Taban Law Firm, we stand with injury victims, consumers with defective vehicles, and employees facing workplace injustice. Whether you’re recovering from an accident, dealing with a lemon vehicle, or fighting unfair treatment at work—we’re here to pursue justice and maximum compensation on your behalf.
Defending victims of car, truck, motorcycle, bicycle, pedestrian, bus, rideshare, and catastrophic accidents across California.
Helping consumers qualify for refunds, replacements, or cash settlements when dealing with defective new or certified pre-owned vehicles.
Standing up for California employees facing discrimination, harassment, retaliation, wrongful termination, wage violations, and more.
Brian Taban is the founder and principal trial attorney at Taban Law Firm. With experience in both pre-litigation and litigation, he brings a results-driven, strategic approach to every case. A UCLA graduate with a Juris Doctor from Loyola Law School, Brian passed the California Bar Exam in 2023 and has been making a meaningful impact in personal injury law since 2017.
His passion for justice, commitment to clients, and extensive trial background allow him to deliver outstanding results across personal injury, lemon law, and employment law matters.
Accidents can reshape lives instantly. Our firm fights to protect victims and secure compensation for injuries caused by crashes, unsafe conditions, or negligent conduct.
Under the Song-Beverly Consumer Warranty Act, California drivers are protected when manufacturers fail to fix substantial defects after reasonable repair attempts. Whether you’re battling ongoing issues or dealership pushback, our firm handles the entire lemon law process with zero out-of-pocket expenses. The manufacturer—not you—covers attorney fees.
We help employees secure justice, compensation, and accountability when employers break the law. Whether you were fired illegally, harassed, denied wages, or retaliated against—we stand with you.
Wrongful termination occurs when an employer fires an employee for illegal reasons, even though California is an at-will state. At-will employment does not permit employers to violate state or federal protections, including safeguarding workers from discriminatory termination, retaliation, or dismissal for engaging in legally protected activities. Under California Labor Code §1102.5 and the Fair Employment and Housing Act (FEHA), employees cannot be terminated for reporting unlawful workplace activity, refusing to participate in wrongdoing, or exercising rights under protected leave laws such as CFRA and FMLA.
Employees may also be unlawfully terminated due to their membership in a protected class, including race, gender, disability, religion, or age. FEHA and federal laws, including Title VII, ADA, and ADEA, explicitly prohibit these discriminatory practices. Wrongful termination may also occur when employers attempt to punish employees after complaints about harassment, unsafe working conditions, wage theft, or other legal violations. These actions violate both California and federal public policy.
Taban Law Firm investigates the circumstances surrounding an employee’s termination by reviewing documentation such as performance reviews, HR reports, emails, internal messages, and witness testimony. Our firm builds strong evidence to prove unlawful conduct and negotiates aggressively to recover compensation for lost wages, benefits, emotional distress, and punitive damages when applicable. When employers refuse to resolve claims, we pursue litigation to ensure employees’ rights are fully protected under the law.
Workplace discrimination occurs when an employer treats an employee unfairly because of protected characteristics such as race, color, national origin, ancestry, religion, sex, pregnancy, gender identity or expression, sexual orientation, disability, marital status, age over 40, military status, or genetic information. California’s FEHA outlines these protections and prohibits discrimination in hiring, firing, promotions, job assignments, pay, and all terms of employment. Federal protections under Title VII, the ADA, and the ADEA reinforce these standards, ensuring employees have legal remedies when discrimination occurs.
Discrimination can be subtle or overt. Examples include denying promotions, enforcing unequal discipline, issuing unjustified poor performance reviews, cutting hours, or creating barriers to advancement based on protected characteristics. Employers may also violate discrimination laws if they refuse to provide reasonable accommodations for disabilities or pregnancy-related conditions. Even seemingly minor acts that create patterns of unequal treatment may qualify as unlawful discrimination.
Taban Law Firm conducts thorough investigations by reviewing HR documents, internal emails, communication logs, witness accounts, and workplace policies. We file formal complaints with the DFEH or EEOC when necessary and pursue compensation through settlement or litigation. Victims of discrimination may be entitled to damages for lost income, emotional distress, attorney’s fees, and in cases of intentional misconduct, punitive damages. Our firm is committed to advancing justice and protecting employees from unlawful workplace treatment.
Sexual harassment includes unwelcome conduct such as inappropriate comments, offensive jokes, sexual advances, unwanted touching, coercion, explicit messages, or requests for favors in exchange for job benefits. Under FEHA and Title VII, employers are required to maintain a workplace free of harassment, whether perpetrated by supervisors, coworkers, clients, or third parties. Sexual harassment may be “quid pro quo,” where job benefits depend on accepting advances, or “hostile work environment,” where repeated conduct creates an intimidating or abusive atmosphere.
A hostile work environment arises when harassment becomes pervasive enough to interfere with an employee’s ability to perform their job. This may include repeated inappropriate remarks, gestures, sexualized conversations, or retaliatory conduct for rejecting harassment. Employers must act promptly when harassment is reported and take steps to prevent recurrence. Failure to do so violates FEHA and creates legal liability for emotional, psychological, and financial harm.
Taban Law Firm documents every instance of harassment, gathers digital communication such as emails or text messages, interviews witnesses, and reviews company training records and policies. We build strong cases to hold employers accountable when they fail to act or attempt to retaliate against victims. Employees may recover compensation for emotional distress, retaliation, lost wages, medical treatment for trauma, and more. Our firm stands firmly with employees seeking a safe and respectful workplace.
Retaliation occurs when employers punish employees for engaging in legally protected activities. These include reporting discrimination, harassment, wage theft, unsafe working conditions, or illegal business practices. Retaliation may also occur when employees take protected leave under CFRA or FMLA or request disability or pregnancy accommodations. Common retaliatory actions include demotions, reduced hours, pay cuts, increased scrutiny, harassment, discipline, or wrongful termination. Such actions violate California Labor Code §1102.5 and FEHA.
California law strongly protects whistleblowers and employees who assert their rights. Even subtle punitive actions—such as excluding an employee from meetings or altering job assignments to create hardship—may qualify as unlawful retaliation. Employers may also engage in “constructive discharge” by creating intolerable conditions forcing employees to quit, which also violates retaliation laws.
Taban Law Firm investigates retaliatory behavior by reviewing internal communication, disciplinary records, witness statements, and evidence of job performance before and after protected activity. We pursue legal remedies that may include reinstatement, back pay, front pay, emotional distress damages, and punitive damages in cases of malicious conduct. Our firm ensures employees’ voices are heard and their rights protected.
Wage and hour violations occur when employers fail to follow California Labor Code requirements and IWC Wage Orders. These violations include unpaid overtime, unpaid minimum wage, denied meal and rest breaks, forced off-the-clock work, unreimbursed business expenses, illegal deductions, and failure to provide accurate wage statements. Employers must ensure workers are compensated properly for all hours worked, including overtime and double time.
California mandates uninterrupted 30-minute meal breaks and paid rest breaks. Employers who fail to provide these breaks must pay premium compensation. Additionally, delayed final paychecks or failure to pay all wages upon termination also violate state law. Even small violations can accumulate into significant financial losses for employees over time.
Taban Law Firm analyzes time sheets, pay stubs, work schedules, and electronic records to identify wage and hour violations. We pursue claims with the Labor Commissioner or through litigation to recover unpaid wages, interest, penalties, attorney’s fees, and compensation for missed breaks. Our firm protects employees from unlawful labor practices and ensures they receive every dollar they are owed.
Employees with disabilities or medical conditions are protected under FEHA, the ADA, and related laws requiring employers to provide reasonable accommodations. These include modified duties, adjusted schedules, remote work options, or assistive equipment. Employers are legally required to engage in a good-faith interactive process to determine appropriate accommodations based on the worker’s limitations. Failure to do so violates state and federal law.
California also protects employees who need medical or family leave under CFRA, FMLA, and Pregnancy Disability Leave (PDL). Workers cannot be disciplined, terminated, or retaliated against for taking legally protected leave. Employers must reinstate employees to the same or equivalent position upon return. Denying leave, forcing early return, or retaliating for taking leave constitutes unlawful conduct.
Taban Law Firm evaluates employer compliance with accommodation and leave laws, reviews medical documentation, internal emails, and HR records, and investigates refusals or retaliation. Employees may recover damages for lost wages, emotional distress, and benefits, as well as penalties and attorney’s fees. Our firm ensures workers are treated fairly and receive the protections they are entitled to.
Wage theft includes unpaid minimum wages, unpaid overtime, requiring off-the-clock work, denying breaks, withholding commissions, or making illegal deductions. Misclassification arises when employers label workers as independent contractors to avoid providing overtime, benefits, or legal protections. California’s ABC Test establishes strict criteria to determine whether a worker is truly an independent contractor.
Misclassified workers often lose access to crucial protections such as meal and rest breaks, overtime pay, workers’ compensation, unemployment benefits, and reimbursement for business expenses. Employers may be liable for significant penalties and back wages when misclassification is discovered. Wage theft and misclassification often impact multiple workers and may extend across entire departments or job classifications.
Taban Law Firm audits payroll records, timesheets, job descriptions, and employer policies to identify violations. We pursue individual claims, class actions, or PAGA cases to recover unpaid wages, penalties, interest, and attorney’s fees. Our firm ensures employers are held accountable for unlawful labor practices and that employees receive full compensation.
Class actions allow groups of employees to challenge widespread unlawful practices, such as wage and hour violations, misclassification, break violations, or discriminatory policies. These claims involve employees with common experiences or injuries and provide an efficient method to pursue justice collectively. PAGA cases, authorized under California Labor Code §§2698–2699.5, allow employees to seek civil penalties for Labor Code violations on behalf of the state and affected workers.
Class actions and PAGA claims hold employers accountable for systemic wrongdoing and often result in significant financial recoveries. Employers who violate labor laws on a company-wide scale may face extensive penalties and legal liability. These cases help protect not only the employees involved but also future workers by forcing employers to correct unlawful policies and practices.
Taban Law Firm investigates employer-wide violations by reviewing records, interviewing employees, analyzing payroll patterns, and identifying systemic misconduct. We file and litigate class action and PAGA claims to maximize recovery for all affected workers. Our team is committed to ensuring justice is served on a broad scale when employer misconduct harms multiple employees.
Strong evidence is essential to winning any employment law case. Important documents include pay stubs, time logs, schedules, email communications, text messages, HR reports, performance evaluations, and disciplinary records. Witness statements and digital evidence such as surveillance footage or internal messages may also support claims. Evidence helps establish patterns of behavior and strengthens the employee’s position in disputes.
Proper documentation helps calculate damages such as unpaid wages, lost income, emotional distress, and penalties. Employees who gather detailed records early in the process significantly increase the likelihood of achieving a strong outcome. Maintaining copies of medical notes, request forms, accommodations, and leave requests may also be critical in disability or leave violation cases.
Taban Law Firm assists employees in organizing evidence, evaluating damages, and pursuing compensation under California employment laws. Recoverable damages include back pay, front pay, penalties, interest, attorney’s fees, and emotional distress. In cases involving intentional or reckless employer misconduct, punitive damages may also be awarded to punish wrongdoing and deter future violations.
We help employees secure justice, compensation, and accountability when employers break the law. Whether you were fired illegally, harassed, denied wages, or retaliated against—we stand with you.
At Taban Law Firm, we combine experience, strategy, and personalized attention to deliver powerful representation for injury victims, employees, and consumers across California. Every case receives our full dedication from start to finish.
You never pay upfront or out-of-pocket. We only get paid if we successfully recover compensation on your behalf, ensuring complete risk-free representation.
We negotiate assertively, build strong evidence-backed cases, and are always prepared to go to trial when necessary to maximize your outcome.
Clients work directly with an experienced attorney—not just staff—ensuring clear communication, personalized strategy, and updates at every stage of your case.
We gather documentation, interview witnesses, secure expert opinions, and review records to build a strong claim backed by solid evidence.
Tell us about your situation—we review your case at no cost.
We gather records, investigate, deal with insurers, and build your claim using evidence-based legal strategy.
We pursue maximum recovery through settlement or litigation.
Most cases are handled on a contingency fee basis—you pay nothing unless we win your case.
We represent injury victims (car, truck, motorcycle, slip & fall, dog bites, wrongful death), Lemon Law clients, and employees facing discrimination, wrongful termination, or wage violations.
Seek medical care, document the scene, save evidence, and speak with us before talking to insurance companies.
If you were injured, mistreated at work, or purchased a defective vehicle, we can evaluate your case for free and explain your legal options.
Deadlines vary — some claims allow years, others (especially government claims) require action within months. Contact us quickly to avoid missing your window.
