u/Dramatic-Question353

I work for a global industrial distribution corporation and recently got a promotion two months ago. A corporate auditor was assigned to our account due to other people not completing their tasks related to accounting and then started looking at paystubs. I was working 65-70 hours per week, on a weekly basis, and have been since February. Everyone else in my department apparently was working some OT as well, but my work while on OT could have its output measured, whereas their OT was pretty much WFH output that they could be embellishing or being completely dishonest about even having worked. So they cut all of our OT last week “without prior authorization”. My direct supervisor is based in Texas and we have a great relationship, though, so she knows that it’s hard for me to complete all the work in 8 hours and still has given it to me on and off. I got 9 hours of overtime on my last two week check. Big difference from an extra 40 hours but better than nothing.

The sad part is that since I live in CA the taxes are so high that this is literally going to cut my entire paycheck in half.

I smoked a stiiizy pen from June 1st to June 25th and stopped then, I have a probation test August 5th, should I pass based upon this or am I in the danger zone?

Current Location: San Diego, CA

Hello all, I have a question that I was hoping that somebody could assist me with. Back in 2014, my license was suspended when I was a Florida resident due to a first-time DUI. I never completed the DUI school or got the interlock, and my license remained suspended. I also have outstanding court fines due in Bay, Broward, Hernando, Collier, and Martin counties that are showing up on my FL DL Check as suspensions for failing to pay financial obligations. I also vaguely recall someone mentioning something about an FR44 requirement (this isn’t a thing in California, but I’m assuming it is still a requirement)? Then, I moved to California, where I got a second DUI and several tickets which presumably suspended my license in California as well, as well as the requirement of interlock and DUI school.

 

I made some bad decisions in the past, and the interlock is required even though these DUIs had nothing to do with alcohol. My question is, I currently have a great job and am in recovery with almost two years sober. For over a decade, when I’ve needed to drive, I’ve just done so on a suspended, and while this is something that hasn’t brought me total misfortune, the time has come where I have too much to lose, especially because I’m pretty sure getting pulled over while driving on a suspended license while your license is suspended for a DUI is a mandatory jail sentence of 10 days in CA. So, long story short, I have to resolve these issues as quickly as possible. My question is where to start to unraveling this web of BS I got myself into in my past. Can I set up payment plans for the unpaid Florida fines to the clerks of the court, enroll in a CA DUI school that would satisfy the requirement for both FL and CA, purchase a vehicle, purchase a high risk (or hopefully not, but if required, FR44) insurance policy, and then get an interlock installed on said vehicle and would that have Florida DHSMV D-6 clear my license and then satisfy CA as well? As far as I am aware, all of the mandatory time suspensions related to the DUIs has been satisfied in both states.

 

Thank you in advance for helping me with this. I will retain a lawyer if absolutely necessary, and my father suggested that I contact one of those “ticket clinic” lawyers in South Florida because “they deal with this every day” but I’m not sure how familiar they would be with the dual-state angle. I’d also be willing to bet that most if not all of these court fines are already in collections and not directly with the clerk of court anymore, so I don’t know how that would affect my ability to initiate a payment plan. Also, being that the court fines literally are tens of thousands of dollars (the majority of which are entirely unrelated to driving), I’d like to save money wherever possible. If the FR44 is a requirement I’m assuming the monthly premium is going to be upwards of $700/month so I’m trying to save a large lump sum now that I can devote to the monthly expenditures that are going to come from all of this.

 

I apologize for the length of this post and I really hope that someone can provide me some insight. Thanks, I know it’s a lot.

Hello all, I have a question that I was hoping that somebody could assist me with. Back in 2014, my license was suspended when I was a Florida resident due to a first-time DUI. I never completed the DUI school or got the interlock, and my license remained suspended. I also have outstanding court fines due in Bay, Broward, Hernando, Collier, and Martin counties that are showing up on my FL DL Check as suspensions for failing to pay financial obligations. I also vaguely recall someone mentioning something about an FR44 requirement (this isn’t a thing in California, but I’m assuming it is still a requirement)? Then, I moved to California, where I got a second DUI and several tickets which presumably suspended my license in California as well, as well as the requirement of interlock and DUI school.

 

I made some bad decisions in the past, and the interlock is required even though these DUIs had nothing to do with alcohol. My question is, I currently have a great job and am in recovery with almost two years sober. For over a decade, when I’ve needed to drive, I’ve just done so on a suspended, and while this is something that hasn’t brought me total misfortune, the time has come where I have too much to lose, especially because I’m pretty sure getting pulled over while driving on a suspended license while your license is suspended for a DUI is a mandatory jail sentence of 10 days in CA. So, long story short, I have to resolve these issues as quickly as possible. My question is where to start to unraveling this web of BS I got myself into in my past. Can I set up payment plans for the unpaid Florida fines to the clerks of the court, enroll in a CA DUI school that would satisfy the requirement for both FL and CA, purchase a vehicle, purchase a high risk (or hopefully not, but if required, FR44) insurance policy, and then get an interlock installed on said vehicle and would that have Florida DHSMV D-6 clear my license and then satisfy CA as well? As far as I am aware, all of the mandatory time suspensions related to the DUIs has been satisfied in both states.

 

Thank you in advance for helping me with this. I will retain a lawyer if absolutely necessary, and my father suggested that I contact one of those “ticket clinic” lawyers in South Florida because “they deal with this every day” but I’m not sure how familiar they would be with the dual-state angle. I’d also be willing to bet that most if not all of these court fines are already in collections and not directly with the clerk of court anymore, so I don’t know how that would affect my ability to initiate a payment plan. Also, being that the court fines literally are tens of thousands of dollars (the majority of which are entirely unrelated to driving), I’d like to save money wherever possible. If the FR44 is a requirement I’m assuming the monthly premium is going to be upwards of $700/month so I’m trying to save a large lump sum now that I can devote to the monthly expenditures that are going to come from all of this.

 

I apologize for the length of this post and I really hope that someone can provide me some insight. Thanks, I know it’s a lot.

I just started as a CSR which is apparently the same as a buyer but for niche products. I’m working for a major integrated supply company inside of another major industrial client’s site. I’m making a decent wage and this is a promotion I received from Logistics Coordinator which came after only three months with a $7/hr pay bump. We use Infor SX.e. I want to do this right, how can I make myself the best at this?

I just started as a CSR which is apparently the same as a buyer but for niche products. I’m working for a major integrated supply company inside of another major industrial client’s site. I’m making a decent wage and this is a promotion I received from Logistics Coordinator which came after only three months with a $7/hr pay bump. We use Infor SX.e. I want to do this right, how can I make myself the best at this?

I am looking for a technical legal perspective regarding a severe California Fair Chance Act and FEHA issue in San Diego, as I want to understand my true leverage before a formal consultation this Monday. My primary objective is a remedy of job reinstatement to my position or the promotion I earned, rather than pursuing standard financial damages. To give you the exact timeline, I successfully graduated from a rigorous, long-term residential treatment program on January 30th. Since then, I secured stable transitional housing, maintained absolute sobriety, handled all bureaucratic hurdles flawlessly, and poured all my energy into building stability. I am currently on active summary probation for a possession of a controlled substance while armed charge. At the end of February, a major staffing agency placed me as a temporary warehouse worker at a multi-billion-dollar industrial distribution facility. The agency conducted a standard background check that flagged my record, but I went through a formal individualized assessment with their compliance department, submitted extensive proof of rehabilitation, and was cleared to start. On the job, I performed flawlessly, routinely working 55-hour weeks. Because of my strong work ethic, local facility management bypassed the standard transition timeline and permanently promoted me on the floor to a direct, internal Customer Service Representative role. I signed the official job offer letter and initiated the new internal onboarding background check with their corporate vendor, Sterling or First Advantage.

The violation happened suddenly this morning, which is a Saturday. My company enterprise logins, digital access, and network accounts were summarily deactivated with zero prior warning, locking me out of my shift and my livelihood. I received absolutely no Pre-Adverse Action Notice via mail or email, I received no copy of the consumer background report, and I was given zero business days—completely bypassing California's mandatory 5-day statutory window—to submit my certificate of residential completion or letters of recommendation before final adverse action was taken. Immediately following the lockout, I sent a formal email to the Regional HR Manager detailing my promotion and the sudden deactivation, intentionally CC’ing my direct facility supervisors and the division director to establish a clear paper trail. In that email, I noted that HR had already been notified of my background by my department supervisors prior to the check because I had openly admitted it to them, and my supervisors were previously told by HR that it should not be a problem. I asked for the opportunity to go through the proper individualized assessment process and have my employment restored, making no legal threats whatsoever.

Shortly after sending that email, a facility supervisor called me from his personal cell phone out of personal loyalty and respect for my work. He gave me direct verbal admissions, explicitly confirming that the corporate compliance background check specifically flagged my historical weapons charge. He told me that my direct floor management team, including the Director of the entire division, actively fought upper corporate compliance to keep me on the floor because they valued my performance, but upper corporate completely refused to engage in an interactive process, ignored floor management’s advocacy, and ordered the immediate digital lockout anyway. He advised me to retain a lawyer, offered to act as an ongoing inside wire for updates, and authorized me to use him as a professional reference. I immediately logged this entire phone call with precise timestamps and verbatim quotes, and I have screenshots of the sudden Saturday morning enterprise deactivation.

Given these facts, I need to know how joint-employer liability is split between a staffing agency and a client distributor under FEHA when local management wants to retain an employee but is overridden by a detached corporate compliance department that completely bypassed the mandatory individualized assessment and 5-day notice window. Can an attorney use this internal management split to successfully force immediate reinstatement? Additionally, how heavily does an unsolicited phone call from a manager admitting the background check flag weigh in California courts, and does his verbal admission effectively prevent the employers from claiming this was just a standard operational downsizing or a routine end of a temporary assignment? Finally, because the corporate system panicked over the word armed on a probation record and skipped the mandatory process, does the employer’s failure to legally review my post-January 30th rehabilitation record turn this into a high-value strict liability case despite the nature of the underlying charge, and what specific questions should I ask during my intake on Monday to get a firm to take this on contingency? The California Civil Rights Department currently has a massive backlog on intakes until early December, so I need to secure private counsel to get a right-to-sue notice and request remedies in court as soon as possible.

I am looking for a technical legal perspective regarding a severe California Fair Chance Act and FEHA issue in San Diego, as I want to understand my true leverage before a formal consultation this Monday. My primary objective is a remedy of job reinstatement to my position or the promotion I earned, rather than pursuing standard financial damages. To give you the exact timeline, I successfully graduated from a rigorous, long-term residential treatment program on January 30th. Since then, I secured stable transitional housing, maintained absolute sobriety, handled all bureaucratic hurdles flawlessly, and poured all my energy into building stability. I am currently on active summary probation for a possession of a controlled substance while armed charge. At the end of February, a major staffing agency placed me as a temporary warehouse worker at a multi-billion-dollar industrial distribution facility. The agency conducted a standard background check that flagged my record, but I went through a formal individualized assessment with their compliance department, submitted extensive proof of rehabilitation, and was cleared to start. On the job, I performed flawlessly, routinely working 55-hour weeks. Because of my strong work ethic, local facility management bypassed the standard transition timeline and permanently promoted me on the floor to a direct, internal Customer Service Representative role. I signed the official job offer letter and initiated the new internal onboarding background check with their corporate vendor, Sterling or First Advantage.

The violation happened suddenly this morning, which is a Saturday. My company enterprise logins, digital access, and network accounts were summarily deactivated with zero prior warning, locking me out of my shift and my livelihood. I received absolutely no Pre-Adverse Action Notice via mail or email, I received no copy of the consumer background report, and I was given zero business days—completely bypassing California's mandatory 5-day statutory window—to submit my certificate of residential completion or letters of recommendation before final adverse action was taken. Immediately following the lockout, I sent a formal email to the Regional HR Manager detailing my promotion and the sudden deactivation, intentionally CC’ing my direct facility supervisors and the division director to establish a clear paper trail. In that email, I noted that HR had already been notified of my background by my department supervisors prior to the check because I had openly admitted it to them, and my supervisors were previously told by HR that it should not be a problem. I asked for the opportunity to go through the proper individualized assessment process and have my employment restored, making no legal threats whatsoever.

Shortly after sending that email, a facility supervisor called me from his personal cell phone out of personal loyalty and respect for my work. He gave me direct verbal admissions, explicitly confirming that the corporate compliance background check specifically flagged my historical weapons charge. He told me that my direct floor management team, including the Director of the entire division, actively fought upper corporate compliance to keep me on the floor because they valued my performance, but upper corporate completely refused to engage in an interactive process, ignored floor management’s advocacy, and ordered the immediate digital lockout anyway. He advised me to retain a lawyer, offered to act as an ongoing inside wire for updates, and authorized me to use him as a professional reference. I immediately logged this entire phone call with precise timestamps and verbatim quotes, and I have screenshots of the sudden Saturday morning enterprise deactivation.

Given these facts, I need to know how joint-employer liability is split between a staffing agency and a client distributor under FEHA when local management wants to retain an employee but is overridden by a detached corporate compliance department that completely bypassed the mandatory individualized assessment and 5-day notice window. Can an attorney use this internal management split to successfully force immediate reinstatement? Additionally, how heavily does an unsolicited phone call from a manager admitting the background check flag weigh in California courts, and does his verbal admission effectively prevent the employers from claiming this was just a standard operational downsizing or a routine end of a temporary assignment? Finally, because the corporate system panicked over the word armed on a probation record and skipped the mandatory process, does the employer’s failure to legally review my post-January 30th rehabilitation record turn this into a high-value strict liability case despite the nature of the underlying charge, and what specific questions should I ask during my intake on Monday to get a firm to take this on contingency? The California Civil Rights Department currently has a massive backlog on intakes until early December, so I need to secure private counsel to get a right-to-sue notice and request remedies in court as soon as possible.

Location: San Diego, CA

I am in desperate need of some guidance, and I know that (most) of you guys aren't lawyers, but I just need a perspective on what direction to go in with this. This all transpired yesterday afternoon. I apologize in advance for the length of the post, but there's a lot to unpack.

I need perspective on a severe Fair Chance Act (AB 1008) / FEHA violation in San Diego, California. I have an airtight chronological paper trail and direct verbal admissions from facility management, and I am looking to understand my leverage before a formal legal consultation on Monday.

The Context & Nuances of My Situation:

• Employment Status: I was placed by a major staffing agency as a temporary warehouse/logistics worker at a multi-billion-dollar industrial distribution facility. When I first got this role, the staffing agency conducted a standard background check and drug screen. Due to my previous felony background, I was flagged for review and underwent the individualized assessment process with the staffing agency's corporate compliance department. After submitting comprehensive rehabilitative evidence documenting my recovery from substance abuse and further steps to better myself, the flag was lifted and I was allowed to begin working for the client. This was at the end of February.
• Due to my performance and work ethic, the facility management bypassed the standard timeline and permanently promoted me on the floor to a direct, internal Customer Service Representative (CSR) role.
• The Background Detail: I am currently on active summary probation for a possession of a controlled substance while armed charge.
• The Rehabilitation Foundation: I completed a rigorous, long-term residential treatment program on January 30th. Since my graduation, I have secured stable transitional housing, maintained absolute sobriety, handled all bureaucratic and legal hurdles flawlessly, and poured 150% of my energy into establishing stability and financial independence. My performance on the job was unassailable, and I worked 55-hour weeks, six days a week, since my start date.

The Violation Mechanics:

• This morning (Saturday), my company enterprise logins, digital access, and network accounts were summarily deactivated with zero prior warning, locking me out of my livelihood.
• I received no Pre-Adverse Action Notice via mail or email.
• I received no copy of the investigative consumer report or background check results.
• I was given zero business days (bypassing the mandatory 5-day statutory window in California) to submit my certificate of residential completion, proof of rehabilitation, letters of recommendation, or to dispute any automated inaccuracies before final adverse action was taken.
• Immediate Proactive Notification: Following the lockout, I immediately drafted a formal email to the Regional HR Manager detailing the timeline of my promotion and the sudden account deactivation. I intentionally CC’ed my direct facility supervisors and the division director on the chain to establish full operational transparency and force internal accountability across both management and corporate compliance tiers. I specifically mentioned in this email that HR was notified by my department supervisors of my background prior to the check due to my own admission to them, that they were told by HR it "shouldn't be a problem", and that I was aware of my rights under the California Fair Chance Act, however, I never made any threats to take any sort of legal recourse. I simply asked for the opportunity to be able to do the proper individualized assessment and have my employment restored/reestablished.

The Smoking Gun (Internal Admissions):

• Shortly after the digital lockout, an internal supervisor from the client facility called me from his personal cell phone out of personal loyalty and respect for my work ethic. He explicitly admitted the following on the phone:

1. He confirmed that the corporate compliance background check specifically flagged the historical "weapons charge."
2. He explicitly stated that my direct floor management team, including the Director of the entire division, actively fought upper corporate compliance to keep me on the floor because they valued me as a high-performing asset.
3. He admitted that upper corporate refused to engage in an interactive process, ignored floor management's advocacy, and ordered the immediate digital lockout anyway.
4. The supervisor verbally advised me to retain a lawyer, offered to act as an ongoing inside wire for updates, and explicitly authorized me to use him as a high-level professional reference moving forward.

I immediately logged this entire phone call with precise timestamps and exact verbatim quotes, and I have timestamped screenshots of the sudden Saturday morning enterprise deactivation.

My Specific Technical Questions:

1. Joint-Employer Liability & Reinstatement: Given that the facility’s operational directors actively wanted to keep me but were overridden by a detached corporate compliance algorithm, how is joint-employer liability split between the staffing agency and the client corporation under FEHA/AB 1108? Can a private firm use this internal division to force a settlement that includes immediate reinstatement with back pay?
2. Defeating the "Downsizing" Defense: In California, how heavily does an unsolicited manager-to-employee phone call admitting the specific background flag weigh in court? Does this verbal admission effectively strip the employers of the ability to claim this was a standard "end of temporary assignment" or "operational restructuring"?
3. The "Armed" Statutory Hurdle: Because the automated corporate system panicked over the word "armed" on a probation record, they completely skipped the mandatory individualized assessment. To an aggressive California contingency firm, does the employer’s failure to legally review my post-January 30th rehabilitation record turn this into a high-value strict liability case, despite the nature of the underlying charge?
4. I have an initial consultation with a wrongful termination law firm on Monday (yeah, on Memorial Day, go figure). What specific questions do I need to ask, and how can I explain this in the most concise manner possible so as to get them to want to take the case?

The California CRD currently has a backlog on intakes until early December. I need to secure an attorney to get a right-to-sue notice and request remedies in court ASAP. My financial foundation is on the line here. While compensation would be nice, I'd much rather have them restore me to my previous position or the promotion I was supposed to receive instead of receiving a payout, if that's even possible. I'm still reeling and I'm not sure what to do.

Thank you so much for the help and for taking the time to read this post. I know it's a lot.

Location: San Diego, CA

I need technical legal perspective on a severe Fair Chance Act (AB 1008) / FEHA violation in San Diego, California. I have an airtight chronological paper trail and direct verbal admissions from facility management, and I am looking to understand my leverage before a formal consultation on Monday.

The Context & Nuances of My Situation:

• Employment Status: I was placed by a major staffing agency as a temporary warehouse/logistics worker at a multi-billion-dollar industrial distribution facility. When I first got this role, the staffing agency conducted a standard background check and drug screen. Due to my previous felony background, I was flagged for review and underwent the individualized assessment process with the staffing agency's corporate compliance department. After submitting comprehensive rehabilitative evidence documenting my recovery from substance abuse and further steps to better myself, the flag was lifted and I was allowed to begin working for the client. This was at the end of February.
• Due to my performance and work ethic, the facility management bypassed the standard timeline and permanently promoted me on the floor to a direct, internal Customer Service Representative (CSR) role.
• The Background Detail: I am currently on active summary probation for a possession of a controlled substance while armed charge.
• The Rehabilitation Foundation: I completed a rigorous, long-term residential treatment program on January 30th. Since my graduation, I have secured stable transitional housing, maintained absolute sobriety, handled all bureaucratic and legal hurdles flawlessly, and poured 150% of my energy into establishing stability and financial independence. My performance on the job was unassailable, and I worked 55-hour weeks, six days a week, since my start date.

What happened:

• This morning (Saturday), my company enterprise logins, digital access, and network accounts were summarily deactivated with zero prior warning, locking me out of my livelihood.
• I received no Pre-Adverse Action Notice via mail or email.
• I received no copy of the investigative consumer report or background check results.
• I was given zero business days (bypassing the mandatory 5-day statutory window in California) to submit my certificate of residential completion, proof of rehabilitation, letters of recommendation, or to dispute any automated inaccuracies before final adverse action was taken.
• Immediate Proactive Notification: Following the lockout, I immediately drafted a formal email to the Regional HR Manager detailing the timeline of my promotion and the sudden account deactivation. I intentionally CC’ed my direct facility supervisors and the division director on the chain to establish full operational transparency and force internal accountability across both management and corporate compliance tiers. I specifically mentioned in this email that HR was notified by my department supervisors of my background prior to the check due to my own admission to them, that they were told by HR it "shouldn't be a problem", and that I was aware of my rights under the California Fair Chance Act, however, I never made any threats to take any sort of legal recourse. I simply asked for the opportunity to be able to do the proper individualized assessment and have my employment restored/reestablished.

My supervisor's confirmation of my suspicions (that I was terminated due to the background check):

• Shortly after the digital lockout, an internal supervisor from the client facility called me from his personal cell phone out of personal loyalty and respect for my work ethic. He explicitly admitted the following on the phone:

1. He confirmed that the corporate compliance background check specifically flagged the historical "weapons charge."
2. He explicitly stated that my direct floor management team, including the Director of the entire division, actively fought upper corporate compliance to keep me on the floor because they valued me as a high-performing asset.
3. He admitted that upper corporate refused to engage in an interactive process, ignored floor management's advocacy, and ordered the immediate digital lockout anyway.
4. The supervisor verbally advised me to retain a lawyer, offered to act as an ongoing inside wire for updates, and explicitly authorized me to use him as a high-level professional reference moving forward.

I immediately logged this entire phone call with precise timestamps and exact verbatim quotes, and I have timestamped screenshots of the sudden Saturday morning enterprise deactivation.

My Specific Technical Questions:

1. Joint-Employer Liability & Reinstatement: Given that the facility’s operational directors actively wanted to keep me but were overridden by a detached corporate compliance algorithm, how is joint-employer liability split between the staffing agency and the client corporation under FEHA/AB 1108? Can a private firm use this internal division to force a settlement that includes immediate reinstatement with back pay?
2. Defeating the "Downsizing" Defense: In California, how heavily does an unsolicited manager-to-employee phone call admitting the specific background flag weigh in court? Does this verbal admission effectively strip the employers of the ability to claim this was a standard "end of temporary assignment" or "operational restructuring"?
3. The "Armed" Statutory Hurdle: Because the automated corporate system panicked over the word "armed" on a probation record, they completely skipped the mandatory individualized assessment. To an aggressive California contingency firm, does the employer’s failure to legally review my post-January 30th rehabilitation record turn this into a high-value strict liability case, despite the nature of the underlying charge?
4. I have an initial consultation with a wrongful termination law firm on Monday (yeah, on Memorial Day, go figure). What specific questions do I need to ask, and how can I explain this in the most concise manner possible so as to get them to want to take the case?

The California CRD currently has a backlog on intakes until early December. I need to secure an attorney to get a right-to-sue notice and request remedies in court ASAP. My financial foundation is on the line here. While compensation would be nice, I'd much rather have them restore me to my previous position or the promotion I was supposed to receive instead of receiving a payout, if that's even possible. I'm still reeling and I'm not sure what to do.

Thank you so much for the help and for taking the time to read this post. I know it's a lot.

I need technical legal perspective on a California Fair Chance Act (AB 1008) violation regarding joint-employer liability and reinstatement. At the end of February, I was placed by a staffing agency as a temporary worker at an industrial facility. The staffing agency ran a background check, flagged my record, conducted an individualized assessment where I provided full evidence of my residential rehabilitation program completion from January 30th, and cleared me to work. Due to high performance, the facility management permanently promoted me on the floor to a direct, internal Customer Service Representative role. I am on active summary probation for a possession of a controlled substance while armed charge. This morning, a Saturday, my digital enterprise access was summarily deactivated with zero prior warning. I received no Pre-Adverse Action Notice, no copy of the background report, and zero business days to submit evidence of rehabilitation before final adverse action was taken. Shortly after the lockout, an internal supervisor from the facility called my personal cell phone out of personal loyalty and explicitly admitted that the corporate compliance check specifically flagged my historical weapons charge. He stated that my direct floor management team, including the Director of the division, actively fought upper corporate compliance to keep me because they valued my performance, but corporate compliance refused to engage in an interactive process, ignored floor management's advocacy, and ordered the immediate digital lockout anyway. I immediately logged this call with timestamps and verbatim quotes, and I sent an immediate email to HR to establish a paper trail. My main goal is to be restored to my position or the promotion I earned rather than seeking financial damages. Given that the client facility’s operational directors actively wanted to keep me but were overridden by a detached corporate compliance department that completely bypassed the mandatory individualized assessment and 5-day notice window required under California law, how is joint-employer liability split between a staffing agency and a client corporation under FEHA, and can an attorney use this internal division between local operations and corporate compliance to successfully force immediate reinstatement?

Location: San Diego, CA

PS: As if this post wasn't long enough, if you are interested and want even more specifics you can look at my profile and see the post I made in r/legaladvice. The automated AI filter for this subreddit kept flagging my post thinking I was asking about a B*O*N*U*S* (It won't even let me say that word. Holy crap)

Location: San Diego, CA

I need technical legal perspective on a severe Fair Chance Act (AB 1008) / FEHA violation in San Diego, California. I have an airtight chronological paper trail and direct verbal admissions from facility management, and I am looking to understand my leverage before a formal consultation on Monday.

The Context & Nuances of My Situation:

• Employment Status: I was placed by a major staffing agency as a temporary warehouse/logistics worker at a multi-billion-dollar industrial distribution facility. When I first got this role, the staffing agency conducted a standard background check and drug screen. Due to my previous felony background, I was flagged for review and underwent the individualized assessment process with the staffing agency's corporate compliance department. After submitting comprehensive rehabilitative evidence documenting my recovery from substance abuse and further steps to better myself, the flag was lifted and I was allowed to begin working for the client. This was at the end of February.
• Due to my performance and work ethic, the facility management bypassed the standard timeline and permanently promoted me on the floor to a direct, internal Customer Service Representative (CSR) role.
• The Background Detail: I am currently on active summary probation for a possession of a controlled substance while armed charge.
• The Rehabilitation Foundation: I completed a rigorous, long-term residential treatment program on January 30th. Since my graduation, I have secured stable transitional housing, maintained absolute sobriety, handled all bureaucratic and legal hurdles flawlessly, and poured 150% of my energy into establishing stability and financial independence. My performance on the job was unassailable, and I worked 55-hour weeks, six days a week, since my start date.

The Violation Mechanics:

• This morning (Saturday), my company enterprise logins, digital access, and network accounts were summarily deactivated with zero prior warning, locking me out of my livelihood.
• I received no Pre-Adverse Action Notice via mail or email.
• I received no copy of the investigative consumer report or background check results.
• I was given zero business days (bypassing the mandatory 5-day statutory window in California) to submit my certificate of residential completion, proof of rehabilitation, letters of recommendation, or to dispute any automated inaccuracies before final adverse action was taken.
• Immediate Proactive Notification: Following the lockout, I immediately drafted a formal email to the Regional HR Manager detailing the timeline of my promotion and the sudden account deactivation. I intentionally CC’ed my direct facility supervisors and the division director on the chain to establish full operational transparency and force internal accountability across both management and corporate compliance tiers. I specifically mentioned in this email that HR was notified by my department supervisors of my background prior to the check due to my own admission to them, that they were told by HR it "shouldn't be a problem", and that I was aware of my rights under the California Fair Chance Act, however, I never made any threats to take any sort of legal recourse. I simply asked for the opportunity to be able to do the proper individualized assessment and have my employment restored/reestablished.

The Smoking Gun (Internal Admissions):

• Shortly after the digital lockout, an internal supervisor from the client facility called me from his personal cell phone out of personal loyalty and respect for my work ethic. He explicitly admitted the following on the phone:

1. He confirmed that the corporate compliance background check specifically flagged the historical "weapons charge."
2. He explicitly stated that my direct floor management team, including the Director of the entire division, actively fought upper corporate compliance to keep me on the floor because they valued me as a high-performing asset.
3. He admitted that upper corporate refused to engage in an interactive process, ignored floor management's advocacy, and ordered the immediate digital lockout anyway.
4. The supervisor verbally advised me to retain a lawyer, offered to act as an ongoing inside wire for updates, and explicitly authorized me to use him as a high-level professional reference moving forward.

I immediately logged this entire phone call with precise timestamps and exact verbatim quotes, and I have timestamped screenshots of the sudden Saturday morning enterprise deactivation.

My Specific Technical Questions:

1. Joint-Employer Liability & Reinstatement: Given that the facility’s operational directors actively wanted to keep me but were overridden by a detached corporate compliance algorithm, how is joint-employer liability split between the staffing agency and the client corporation under FEHA/AB 1108? Can a private firm use this internal division to force a settlement that includes immediate reinstatement with back pay?
2. Defeating the "Downsizing" Defense: In California, how heavily does an unsolicited manager-to-employee phone call admitting the specific background flag weigh in court? Does this verbal admission effectively strip the employers of the ability to claim this was a standard "end of temporary assignment" or "operational restructuring"?
3. The "Armed" Statutory Hurdle: Because the automated corporate system panicked over the word "armed" on a probation record, they completely skipped the mandatory individualized assessment. To an aggressive California contingency firm, does the employer’s failure to legally review my post-January 30th rehabilitation record turn this into a high-value strict liability case, despite the nature of the underlying charge?
4. I have an initial consultation with a wrongful termination law firm on Monday (yeah, on Memorial Day, go figure). What specific questions do I need to ask, and how can I explain this in the most concise manner possible so as to get them to want to take the case?

The California CRD currently has a backlog on intakes until early December. I need to secure an attorney to get a right-to-sue notice and request remedies in court ASAP. My financial foundation is on the line here. While compensation would be nice, I'd much rather have them restore me to my previous position or the promotion I was supposed to receive instead of receiving a payout, if that's even possible. I'm still reeling and I'm not sure what to do.

Thank you so much for the help and for taking the time to read this post. I know it's a lot.

I made a sizeable investment in LPCN under the impression that it would be shooting up when they released their clinical trial results....the results were unfavorable but the stock price wasn't affected much. However, on my brokerage (Public), it still is showing a price target of +$15/share. Should I dump this or hold on?

I made a sizeable investment in LPCN under the impression that it would be shooting up when they released their clinical trial results....the results were unfavorable but the stock price wasn't affected much. However, on my brokerage (Public), it still is showing a price target of +$15/share. Should I dump this or hold on?

I made a sizeable investment in LPCN under the impression that it would be shooting up when they released their clinical trial results....the results were unfavorable but the stock price wasn't affected much. However, on my brokerage (Public), it still is showing a price target of +$15/share. Should I dump this or hold on?

Hello,

I’m coming back from some major hardships in life. Right now I’m working full time and I’ve managed to save about $5K in liquid savings and invest $1K in a couple tech and pharmaceutical stocks. My question is, what are some wise choices for investing the bulk of my savings as well as portions of my salary moving forward where I would see the most aggressive ROI?

I’m by no means new to trading, in 2023 I managed to make some smart trades and turned 9K into almost $56K. I’d like to try to do something similar again.

Any insights and advice would be highly appreciated.