Watch Adishian Law Group, P.C. founder and California Attorney Chris Adishian answer the question “What is arbitration?”


Arbitration is a dispute resolution process created under federal and state statute whereby the parties can agree by contract to bypass the civil court system. This is significant because if you have an arbitration agreement that’s enforceable, that means an arbitrator and not a jury will hear your case and decide your case. Well, it has some similarities to a civil trial, there’s important differences.

Number one, there’s no jury.

Number two, the arbitrator’s decision is virtually unappealable, except in very limited circumstances.

Now, in California employment context, arbitration agreements have to meet very specific criteria in order to be enforceable. However, if they are enforceable, the courts generally will have the parties go to arbitration. And arbitration generally is considered a more favorable forum for employers than for employees, in terms of resolving employment disputes. So, if you have been terminated, the first thing you’re going to want to look at is, do you have an arbitration agreement with your employer, and is that arbitration agreement enforceable?

Watch Adishian Law Group, P.C. founder and California Attorney Chris Adishian explain FEHA, the California Fair Employment & Housing Act.


The department of fair employment and housing (DFEH) is the state agency charged with enforcing the anti-discrimination statutes (FEHA) of the State of California. We’re often asked, what type of discrimination is prohibited under the FEHA statutes? Well, the statute prohibits discrimination of the bases of race, religious creed, color, national origin, ancestry, physical disability, mental disability, medical condition, genetic information, marital status, sex, gender, gender identity, gender expression, age, sexual orientation, and military and veteran status of any person is prohibited under the statute. If you feel that you’ve been terminated from your job, or denied certain benefits of your employment on the basis of any of these criteria, then you may have a valid cause of action for discrimination under California law.

Wrongful termination is a phrase almost every employer and employee knows.  What is a wrongful termination?  What should you do if you experience what you believe is a wrongful termination?

Here, Adishian Law Group, P.C. founder and California Attorney Chris Adishian explains what to do if you believe you are about to be, or have been, wrongfully terminated.


If you’ve been wrongfully terminated, and if you had the opportunity, the first thing you should do is take notes, and detailed notes, of your meetings during your termination session. That could be usually with HR or with HR and your manager. If you didn’t have a chance to take notes, and you’ve already been terminated, that’s fine. The next thing you should do is make sure you don’t sign any settlement agreement or severance agreement or any paperwork without talking with an attorney first. And then the last thing you should do before calling us, is make a detailed chronology of key events, witnesses, and timeline from the date of your recruitment, through your on boarding, your employment, all the way to the termination. Once you have that together, give us a call and we’ll set up a meeting for you with one of our attorneys. You can reach us at (310) 726 0888 or (415) 955 0888 or (650) 646 4022.

Adishian Law Group, P.C. founder and California Employment Lawyer Chris Adishian explains why Adishian Law Group practices employment law.


Employment law is a fascinating area, and has a profound effect on individuals, family, and individuals in society at large. And California has a unique system of laws governing the employer employee relationship, which is different than virtually than any other state in the United States. For example, on the one hand, California is very pro employer, because it’s at at will state. But on the other hand, it’s very pro employee because of strong California public policy and causes of action, such as fraud, failure to pay wages, and the antidiscrimination statutes.