I. Benjamin Blady is the founding partner of Blady Workforce Law Group, APC, where he heads the Los Angeles Labor and Employment law and Class Action practice. Since 1994, Mr. Blady has focused his practice on employment law and labor law, wage and hour litigation, and class action litigation.
Ben Blady has handled claims for wrongful or unlawful termination, discrimination (age, disability, gender, race, sex, sexual orientation), maternity leave, pregnancy leave, sexual harassment, failure to pay wages, unpaid wages, employee misclassification, failure to reasonably accommodate health conditions, retaliation, sick leave and whistle-blowing. Mr. Blady has successfully represented clients in individual employee, collective action, and representative and class action litigation. He has spoken extensively on civil litigation, wage and hour law and wrongful termination.
Please consider Mr.I. Benjamin Blady when looking for a top, leading or best: Los Angeles employment lawyer, sexual harassment lawyer, discrimination lawyer, and wrongful termination lawyer.
- Employment Law
- Insurance Claims
- Personal Injury
- Workers' Compensation
- Employment Discrimination
- Sexual Harassment (Me Too)
- Wage and Hour Class Action
- Wrongful Termination
- Free Consultation
- 9th Circuit
- Los Angeles Superior Court's Mediation and Early Neutral Evaluation Panels
- U.S. District Court for Central Districts of California
- U.S. District Court for Eastern Districts of California
- U.S. District Court for Northern Districts of California
- U.S. District Court for Southern Districts of California
- U.S. District Court's Central District Mediation Panel
- English: Spoken, Written
- Founding Partner
- Blady Workforce Law Group, APC
- Loyola Law School, Los Angeles
- University of California - Los Angeles
- B.S. | Economics and Business
- Los Angeles County Bar Association
- California Employment Lawyers Association
- California State Bar # 162470
- - Current
- Benjamin Blady's Website Profile
- Blady Workforce Law Group, APC Website
- Los Angeles Employee Rights, Los Angeles Employment Law Blog
- California law: Is it lawful for employers to not pay for small amounts of time worked?
5 August 2018
- California Law: Arbitration of Employment Law Disputes
12 July 2018
- California Overtime Laws: Is Your Employer Paying Your Overtime Correctly?
7 July 2018
- Los Angeles Maternity Leave Discrimination
1 July 2018
- Workplace Discrimination
25 May 2018
- Workplace Sexual Harassment
22 May 2018
- Wage & Hour Claims
11 May 2018
- Q. I am in California. My former employer didn't allow their bus drivers to make restroom stops whenever passengers...
- A: Your coffee break/bathroom break question is difficult to answer as it may depend whether or not you are a private sector or public sector employee, and whether or not you are in a union subject to a collective bargaining agreement. I suggest you contact a lawyer to seek advice and provide more details. It would be helpful if you provided the lawyer with your employer's written policies, handbook and/or any other agreement(s) to which you may have been subject.
- Q. isn't age discrimination illegal? I am 58 yrs old.
- A: Age discrimination is unlawful and discriminatory comments may support a case. A lawyer would also want to know why you were suspended and fired. You may want contact a lawyer to provide your facts and get legal advice.
- Q. Is it worth going after my employer for violation of labor code 970
- A: The viability of any case depends on the case, the facts and the damages. Importantly, what were the "knowingly false" representations. I suggest you contact a lawyer and provide some facts as what misrepresentations were made and how you may have been damaged.
- Q. If witnesses for plaintiff, pro se, want their names kept confidential to defendent who has lawyer, it's confidential
- A: The general rule is that witness information is not confidential. However, there are potential ways to keep identity information confidential depending on the circumstances. You should contact a lawyer if you are truly concerned about retaliation for other current employees.