California worker rights, local agency routes, and private intake — built around what happened at work.
San Jose workers may be protected by California employment law and the city's minimum-wage ordinance. Technology and startup disputes can also involve equity, bonuses, commissions, layoffs, contractor labels, confidentiality, or retaliation. This statewide platform provides information and private intake, then books video attorney follow-up when appropriate.
Free · Private · Any hour — start by talking, not typing.
San Jose workplace records are often digital: offer letters, equity documents, commission plans, project systems, chat messages, performance dashboards, badge logs, and remote-work policies. Preserve lawful copies before access changes, but do not remove trade secrets, privileged files, or materials the worker is not entitled to possess.
The City of San Jose Office of Equality Assurance administers the local minimum-wage ordinance. State law separately addresses final pay, overtime, classification, discrimination, retaliation, protected leave, disability accommodation, contracts, and post-employment restrictions.
Start with the issue that most closely fits what changed at work. Each guide explains California law, warning signs, evidence, and intake questions.
Not sure which fits? Just tell us what happened →Keep lawful copies of records already available to you. Do not remove privileged, confidential, or trade-secret material you are not entitled to possess.
San Jose workplaces span technology, startup, contractor, compensation, and workplace policy issues. Review the full statewide rights index below; every entry points to one authoritative California issue guide.
Earned commissions and nondiscretionary bonuses can qualify as wages. The written plan, earning conditions, performance period, separation date, and actual company practice determine whether and when payment became due.
California broadly voids employment noncompete clauses outside statutory exceptions. Confidentiality, trade-secret, invention-assignment, nonsolicitation, equity, and repayment terms require separate analysis and should not be treated as interchangeable.
Keep the layoff notice, selection explanation, performance history, organization charts, comparator information lawfully available to you, severance agreement, equity documents, final-pay records, and communications surrounding any protected complaint or leave.
Start by organizing what happened, when it happened, and what records exist. This site provides statewide information and a private intake path rather than a local law-firm office. The voice assistant prepares your timeline and books a video call with a California employment attorney when attorney follow-up is appropriate.
The place where the work occurred can be more important than the employer's headquarters. California law may protect work performed in the state, and a city ordinance may apply to hours worked inside city boundaries. Remote, traveling, and multi-location work require a closer location analysis.
These public agencies explain statewide and local worker protections. Their information is a starting point, not legal advice about a specific claim.
We hear workers from all 58 California counties. The other county-seat pages in the wall:
Speak with us now — free, private, any hour, from anywhere in Santa Clara County. Tell your story once, and leave with a video call booked with a California employment attorney.
Free · Private · Any hour — start by talking, not typing.