Share limited details
Names, a general category, and an important date.
For California employees
San Diego County labor and employment lawyer intake.
Something happened at work. Start with the facts.
You do not need to know the legal name for a workplace concern. Provide only the names, general category, location, dates, and contact information requested for preliminary conflict and intake screening.
Preliminary conflict and intake screening only. This website does not intentionally save your entries to a website database. Your entries remain in your browser while the page prepares an email draft. Do not submit confidential or highly sensitive information.
Preliminary intakeStep 1 of 4
Start with one question
What changed at work?
Provide limited information only.
This first contact is for a preliminary conflict and intake screening. Do not send documents or confidential, privileged, or highly sensitive facts.
After checking the box, choose the closest general category.
No document upload at this stage
Conflict and intake screening
The firm may review the limited information sent.
Possible next-step contact
If the firm determines it may be able to help, it may contact you.
San Diego County employment-law intake
A focused first step for California employees.
The preliminary intake requests only involved names, a general issue category, work location, dates, and contact information. Start online or call the firm directly.
Termination or discipline
What changed, when it happened, and what reason the employer gave.
Retaliation after a report
What you reported or requested, who knew, and what changed afterward.
Unpaid wages
The relevant pay periods, hours, wage records, and amounts in question.
Harassment or discrimination
Who was involved, what occurred, and whether the conduct was reported.
Medical or family leave
The request, supporting dates, communications, and the employer's response.
Workplace accommodation
The change requested, relevant communications, and what happened next.
A useful first review
Clarity before conclusions.
What happened
The key events, stated plainly and in order.
When it happened
The dates that anchor the timeline.
What changed next
What the employer did after the report, request, or event.
The explainer
A clear timeline beats a legal label.
Start with what you experienced. The firm can decide what questions to ask next.
Read the timeline guideThis intake does not promise a result or estimate a case value. It starts with the record.
Helpful to identify, not upload
Emails or textsPay recordsComplaintsWrite-upsPoliciesWitnesses
Free workplace-intake resources
Organize before you contact the firm.
These short guides help you identify limited intake information without trying to diagnose a claim or sending sensitive material.
Questions before you begin
What people usually want to know.
What if I am not sure whether I have a case?
That is okay. Choose the closest general workplace category without trying to label a legal claim. Provide only the limited names, dates, location, and contact information requested.
Does completing this form mean the firm represents me?
No. Representation begins only after conflicts are cleared and both you and the firm sign a written engagement agreement.
Should I upload documents now?
No. Do not send documents or confidential, privileged, or highly sensitive information at this stage. If the firm requests documents later, it will explain how to send them.
Should I send confidential or detailed information now?
No. This first contact is only for preliminary conflict and intake screening. The firm will have no duty to keep confidential the information sent in an initial submission. Provide only the limited information requested.
What if I know of a deadline, hearing, or filing date?
Include every date you know. Do not assume this form pauses, extends, or protects any deadline.
The next step