Pregnancy Discrimination in California: What Every Employee Should Know

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By: seo-leaders
July 17, 2025

Pregnancy should be a time of anticipation, not anxiety. Yet for many employees in California, announcing a pregnancy at work can trigger fear of job loss, demotion, or mistreatment. That’s where California’s legal protections come in. State and federal laws strictly prohibit pregnancy discrimination and offer strong rights to employees navigating pregnancy, childbirth, and related conditions.

If you believe you’ve been treated unfairly at work because of your pregnancy or a related condition, understanding your rights is the first step. Here’s what every California employee should know.

What Is Pregnancy Discrimination?

Pregnancy discrimination occurs when an employer treats an employee or job applicant unfairly because of pregnancy, childbirth, or a related medical condition. This could include:

Firing or demoting a pregnant employee
Refusing to hire someone because they are pregnant
Denying promotions, assignments, or training
Failing to provide reasonable accommodations
Retaliating against an employee for taking pregnancy-related leave

Both federal and California laws make these actions illegal.

Key Federal Laws Protecting Pregnant Workers

1. Pregnancy Discrimination Act (PDA)

The Pregnancy Discrimination Act is part of Title VII of the Civil Rights Act of 1964. It prohibits discrimination based on pregnancy, childbirth, or related conditions in any aspect of employment. This law applies to employers with 15 or more employees.

Learn more from the U.S. Equal Employment Opportunity Commission (EEOC).

2. Americans with Disabilities Act (ADA)

The ADA may apply if a pregnant worker has a pregnancy-related medical condition considered a disability (e.g., gestational diabetes or preeclampsia). Employers must provide reasonable accommodations unless doing so causes undue hardship.

3. Pregnant Workers Fairness Act (PWFA)

Effective June 27, 2023, the PWFA expanded protections by requiring covered employers to provide reasonable accommodations for pregnancy-related conditions. This includes more than just physical limitations—it covers recovery from childbirth, lactation needs, miscarriage, and mental health conditions like postpartum depression.

California’s Stronger State Protections

California law offers even broader protections than federal law. These protections apply to more workers and require employers to take additional steps to support pregnant employees.

1. Fair Employment and Housing Act (FEHA)

The FEHA applies to employers with 5 or more employees and prohibits discrimination based on pregnancy, childbirth, breastfeeding, and related conditions. It also requires employers to:

Provide reasonable accommodations
Engage in a timely, good-faith interactive process
Prevent harassment and retaliation

Review the California Civil Rights Department’s employment rights overview.

2. Pregnancy Disability Leave (PDL)

If you are disabled by pregnancy, you may be entitled to up to four months of unpaid, job-protected leave under California’s Pregnancy Disability Leave law. You do not need to work a certain number of hours to qualify.

Examples of pregnancy disabilities:

Bed rest prescribed by a doctor
Severe morning sickness
Childbirth recovery
Postpartum depression (in some cases)

Your employer may require medical certification, but they must reinstate you to the same or a comparable position after leave.

3. California Family Rights Act (CFRA)

Separate from PDL, the CFRA allows eligible employees to take up to 12 weeks of leave to bond with a new child or care for their own or a family member’s serious health condition. Unlike PDL, CFRA requires that you:

Have worked for the employer for at least 12 months
Have worked at least 1,250 hours in the past year

PDL and CFRA can be combined, giving eligible employees nearly seven months of protected leave.

Reasonable Accommodations During Pregnancy

Under both FEHA and the PWFA, employers must provide reasonable accommodations to pregnant employees who need them. This might include:

Modified duties or workload
Additional breaks
Temporary transfer to a less strenuous role
Seating arrangements
Remote work
Time off for prenatal appointments
Lactation accommodations (e.g., private space and break time)

As long as the accommodation doesn’t cause “undue hardship” to the employer, they are legally obligated to comply. If your employer refuses, that may be a violation of your rights.

Proving Pregnancy Discrimination in California

To prove a claim under California law, the employee generally must show that:

They were pregnant or had a related condition.
The employer took adverse action (e.g., fired, demoted, denied leave).
The pregnancy or condition was a substantial motivating reason for the adverse action.
The employee was harmed (e.g., loss of income, emotional distress).

In the recent case Lopez v. La Casa de Las Madres, the California appellate court clarified that an employee must also show they could perform their job duties with reasonable accommodation. This case highlights the importance of the interactive process and documentation.

What Should You Do If You Suspect Discrimination?

Here are some general steps employees often consider:

Keep records: Save emails, texts, and written requests related to your pregnancy and work.
Document accommodations: If you ask for modified duties or leave, put it in writing.
Speak up: Talk to HR or a supervisor and follow your company’s complaint procedures.
Seek legal help: If internal processes fail, consider contacting a lawyer who focuses on employment law and pregnancy rights.

You can also file a complaint with the California Civil Rights Department (CRD) or the EEOC.

Final Thoughts

No one should have to choose between their health and their job. California law offers some of the strongest workplace protections in the country for pregnant employees—but exercising those rights starts with awareness.

If you’ve been mistreated at work because of pregnancy, childbirth, or a related condition, KP Litigators is here to fight for you. Our experienced legal team understands how emotionally and financially overwhelming these situations can be.

Let us help you take the next step. Whether you’re seeking justice, reinstatement, or compensation, our team will stand by you with confidence and care.

Call (866) 973-5691 to schedule your free consultation. You have rights. We’ll help you enforce them.

Disclaimer: This article is intended for informational purposes only and should not be taken as legal advice. Consult with a qualified attorney to discuss your specific situation.

Pregnancy Discrimination in California: What Every Employee Should Know

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Understanding Disability Discrimination in Pasadena: Your Rights

Disability discrimination can profoundly impact your personal and professional life, but California law provides robust protections to ensure fair treatment. If you live or work in Pasadena and believe you’ve faced discrimination due to a disability, understanding your rights is the first step toward seeking justice. This guide explains disability discrimination laws, your protections under state and federal statutes, key differences between them, and how to take action if your rights are violated.

What Is Disability Discrimination?

Disability discrimination occurs when an individual is treated unfavorably because of a physical or mental impairment that limits a major life activity, such as working, walking, seeing, or hearing. In Pasadena, both federal and California laws prohibit discrimination in various settings, including employment, housing, public accommodations, and access to government services.

Examples of disability discrimination include:

An employer refusing to hire or promote you because of your disability.
A landlord denying you housing due to a service animal.
A business failing to provide accessible facilities, like ramps or elevators.
Harassment in the workplace based on your disability, creating a hostile environment.

Key Laws Protecting Against Disability Discrimination

Several state and federal laws safeguard individuals with disabilities in Pasadena. Below is an overview of the most relevant statutes:

California Fair Employment and Housing Act (FEHA)

The California Fair Employment and Housing Act (FEHA) is the primary state law protecting against disability discrimination in employment and housing. It applies to employers with five or more employees, a lower threshold than federal law, making it more inclusive. FEHA defines a disability as any physical or mental condition that limits a major life activity, a broader standard than the federal requirement of substantially limiting such activities. This includes conditions like cancer, HIV/AIDS, epilepsy, depression, and anxiety.

FEHA requires employers to provide reasonable accommodations—such as modified work schedules, accessible equipment, or job restructuring—unless doing so causes an undue hardship to the employer. Employees can reject offered accommodations without fear of retaliation, provided they can still perform essential job functions.

Americans with Disabilities Act (ADA)

The Americans with Disabilities Act (ADA) is a federal law prohibiting discrimination in employment (Title I), public services (Title II), and public accommodations (Title III). It applies to employers with 15 or more employees and defines a disability as an impairment that substantially limits a major life activity. The ADA also mandates reasonable accommodations and accessibility in public places, like restaurants, stores, and transit systems.

California Unruh Civil Rights Act and Disabled Persons Act

The Unruh Civil Rights Act (Civil Code § 51) and the California Disabled Persons Act (Civil Code §§ 54–55.32) extend protections to business establishments and public facilities. These laws ensure equal access to places like restaurants, theaters, and medical facilities and require reasonable modifications, such as allowing service animals. Violations of the ADA are automatically violations of these state laws, but California laws often provide stronger protections.

Key Differences Between FEHA and ADA

Scope of Disability Definition: FEHA’s broader definition covers conditions that merely limit a major life activity, while the ADA requires a substantial limitation. This makes FEHA more protective.
Employer Size: FEHA applies to employers with five or more employees, while the ADA applies to those with 15 or more.
Damages: FEHA allows unlimited compensatory and punitive damages, while the ADA caps damages based on employer size.
Accommodations: FEHA imposes a broader obligation to provide reasonable accommodations compared to the ADA.

Your Rights in Pasadena

As a Pasadena resident, you have the right to:

Equal Employment Opportunities: Employers cannot discriminate in hiring, promotions, or terminations based on your disability. They must provide reasonable accommodations to help you perform essential job functions.
Accessible Public Spaces: Businesses and public facilities must comply with accessibility standards, such as providing ramps or interpreters, unless it’s not readily achievable.
Fair Housing: Landlords must allow reasonable modifications (e.g., installing grab bars) at your expense and accommodate service animals.
Non-Retaliation: You cannot be punished for requesting accommodations or reporting discrimination.

What to Do If You Face Discrimination

If you believe you’ve experienced disability discrimination in Pasadena, take these steps:

Document the Incident: Record details, including dates, times, witnesses, and evidence (e.g., emails or photos). This strengthens your case.
Request Accommodations: Submit a written request for reasonable accommodations to your employer or service provider, including a doctor’s note if applicable.
File a Complaint:
- State Level: File with the California Civil Rights Department (CRD) within three years of the last discriminatory act. The CRD may mediate or issue a right-to-sue notice, giving you one year to file a lawsuit.
- Federal Level: File with the Equal Employment Opportunity Commission (EEOC) within 300 days if pursuing an ADA claim.
- Government Entities: For discrimination by public entities, file a tort claim within six months under the California Tort Claims Act.
Consider Legal Action: Consult a Pasadena disability discrimination attorney. For claims under $10,000, you can file in Small Claims Court without a lawyer.
Contact Advocacy Groups: Organizations like Disability Rights California offer resources and guidance.

Statutes of Limitations

Timing is critical:

FEHA Claims: File with the CRD within three years of the discriminatory act, with a 90-day extension if you were unaware of the discrimination.
ADA Claims: File with the EEOC within 300 days.
Tort Claims: File within six months for claims against government entities.
Small Claims Court: File within two years for discrimination cases.

Missing these deadlines can bar your claim, so act promptly.

Why Consult a Pasadena Attorney?

Navigating disability discrimination laws can be complex due to overlapping state and federal regulations. A Pasadena attorney specializing in employment or civil rights law can:

Assess whether your case falls under FEHA, ADA, or other laws.
Help gather evidence and file complaints with the CRD or EEOC.
Represent you in mediation, arbitration, or court to pursue damages, including lost wages, emotional distress, and punitive damages.

Firms like KP Law in Pasadena offer free consultations to evaluate your case and advocate for your rights.

Conclusion

Disability discrimination is a serious violation of your civil rights, but Pasadena residents are protected by strong state and federal laws. By understanding your rights under FEHA, the ADA, and other statutes, you can take informed steps to address discrimination. Document incidents, act within legal deadlines, and consult an experienced attorney to ensure your voice is heard. Your disability should never limit your opportunities—know your rights and take action to protect them.

Don’t let disability discrimination limit your opportunities—take control of your future today. Contact KP Law’s experienced Pasadena attorneys for a free consultation to discuss your disability discrimination case. With over 40 years of combined experience and a commitment to fighting for your rights, our team will guide you through the legal process with compassion and skill to pursue the justice you deserve.

Call (866) 973-5691 to schedule your free case review now.

Disclaimer: This article is intended for informational purposes only and should not be taken as legal advice. Consult with a qualified attorney to discuss your specific situation.

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Key Strategies for Winning an Appeal in California

Appealing a court decision in California is a complex process that requires meticulous preparation, a deep understanding of legal procedures, and strategic advocacy. Whether you’re a litigant, attorney, or someone seeking to understand the appellate process, this guide outlines key strategies to maximize your chances of success in a California appeal. By focusing on procedural compliance, compelling legal arguments, and effective presentation, you can navigate the appellate system with confidence.

Understanding the California Appellate Process

Before diving into strategies, it’s essential to grasp the basics of the California appellate process. An appeal is not a new trial but a review of the trial court’s record to determine if legal errors occurred that significantly affected the outcome. The California Courts of Appeal (for unlimited civil cases, family law, probate, or felony cases) or the appellate division of the superior court (for limited civil cases, misdemeanors, or infractions) handle most appeals. The process is governed by the California Rules of Court (CRC) and statutes like the California Code of Civil Procedure (CCP) §§ 904.1–904.5.

Appeals typically involve:

Filing a Notice of Appeal: A critical first step with strict deadlines (60 days for unlimited civil cases after notice of entry of judgment, or 30 days for limited civil cases).
Preparing the Record: Compiling trial court documents and transcripts for appellate review.
Briefing: Submitting written arguments to articulate legal errors.
Oral Argument: Presenting the case to appellate judges (optional in some cases).
Decision: The appellate court may affirm, reverse, or modify the trial court’s ruling.

Winning an appeal is challenging, with a reversal rate in civil cases around 20%, making strategic preparation critical. Below are key strategies to strengthen your appeal.

Strategy 1: Ensure Timely and Accurate Filing of the Notice of Appeal

The Notice of Appeal is the gateway to the appellate process, and missing its deadline is fatal. For unlimited civil cases, file within 60 days of service of the notice of entry of judgment or 180 days from entry if no notice is served (CRC Rule 8.104). For limited civil cases, the deadline is 30 days from notice or 90 days from entry (CRC Rule 8.822). Felony cases allow 60 days, while misdemeanors require 30 days.

Tips:

Verify the exact deadline based on case type and service date. Use court calendars to track.
File the notice in the trial court, not the appellate court, and serve all parties.
Pay the $775 filing fee or request a fee waiver if eligible (CRC Rule 8.100).
Consult an experienced appellate attorney to avoid procedural errors, as courts strictly enforce deadlines.

Strategy 2: Preserve Issues for Appeal During Trial

Appellate courts generally only consider issues raised and preserved in the trial court. Failing to object to errors, such as inadmissible evidence or improper jury instructions, may waive your right to appeal those issues (California Evidence Code § 353).

Tips:

Make timely and specific objections during trial to preserve errors (e.g., object to evidence under Evidence Code § 352 for undue prejudice).
File motions in limine to exclude evidence, ensuring they meet specificity requirements.
Request a statement of decision to clarify the trial court’s reasoning, and object to any omissions.
Work with trial counsel to anticipate appellate issues, as appellate success often hinges on trial preparation.

Strategy 3: Build a Strong Appellate Record

The appellate court relies solely on the trial court record, including transcripts, exhibits, and filings. An incomplete or poorly organized record can doom an appeal (CRC Rule 8.163).

Tips:

Within 10 days of filing the Notice of Appeal, designate the record, specifying documents and transcripts to include (CRC Rule 8.121).
Ensure the reporter’s transcript is accurate. If unavailable, use a settled or agreed statement (CRC Rules 8.134–8.137).
Organize the appendix clearly, as appellate judges value accessibility (Record Press recommendations).
Verify that all cited evidence is in the record, as courts will not consider new evidence (California Jurisprudence, Appellate Review §§ 485–576).

Statute: CCP § 911 allows appellate courts to take additional evidence in rare cases, but this is liberally construed only for justice, not routine supplementation.

Strategy 4: Craft a Persuasive Appellate Brief

The appellate brief is your primary tool to convince the court of legal errors. It must comply with CRC Rules 8.200–8.224 (unlimited cases) or 8.882–8.883 (limited cases) and present clear, supported arguments.

Tips:

Structure the brief with a table of contents, table of authorities, and clear headings summarizing each point (CRC Rule 8.204).
Focus on prejudicial errors (e.g., misinterpretation of statutes, improper evidence admission) that affected the outcome (selfhelp.courts.ca.gov).
Cite relevant statutes (e.g., CCP § 904.1 for appealable orders), case law, and the record for every assertion.
Use a concise, persuasive writing style. Avoid emotional arguments, as appeals focus on legal errors, not fairness.
Anticipate counterarguments and address them proactively.

Recent Change: Electronic submissions must adhere to strict formatting rules, and non-compliance can lead to dismissal.

Strategy 5: Leverage Strong Legal Grounds

Successful appeals hinge on demonstrating legal errors, such as:

Prejudicial Error: Mistakes in law or procedure that harmed the appellant (e.g., incorrect jury instructions or evidence rulings).
No Substantial Evidence: Lack of evidence to support the trial court’s decision.
Abuse of Discretion: Arbitrary or absurd rulings by the trial judge.
De Novo Review: For questions of law, like statutory interpretation, where the appellate court reviews independently.

Tips:

Identify errors early by reviewing the trial record with an appellate specialist.
Frame arguments around authoritative sources, like the California Supreme Court’s rulings or statutes (e.g., Penal Code § 1237.5 for criminal appeals).
In criminal cases, consider ineffective assistance of counsel claims, proving counsel’s actions changed the outcome (Justia).

Strategy 6: Prepare for Oral Argument

While not always required, oral argument is an opportunity to clarify your brief and respond to judges’ questions. Each side typically gets 15–30 minutes.

Tips:

Practice concise, focused responses to anticipated questions.
Emphasize your strongest arguments and avoid rehashing the brief.
Engage respectfully with judges, addressing their concerns directly.
Use an appellate specialist, as their experience can enhance advocacy (SGR Law).

Strategy 7: Consider Settlement or Alternative Relief

Appeals are time-consuming (12–18 months or more) and costly. Settlement during the appeal can save resources.

Tips:

Evaluate the risk of reduced damages or precedent-setting outcomes.
Explore modification petitions (e.g., in family law) as a simpler alternative to appeals.
Consult with counsel to weigh costs against potential benefits.

Conclusion

Winning an appeal in California demands precision, legal acumen, and strategic foresight. By filing timely, preserving issues, building a robust record, crafting persuasive briefs, leveraging strong legal grounds, excelling in oral argument, and considering settlement, you can enhance your chances of success. Given the complexity and low reversal rate, partnering with an experienced appellate attorney is often the most effective strategy.

If you’re seeking to overturn an unfavorable court decision in California, don’t navigate the complex appellate process alone. Contact KP Law today at (866) 973-5691 to schedule a free consultation with our experienced Pasadena appellate attorneys.

With over 40 years of combined expertise, our team at KP Law is ready to analyze your case, identify legal errors, and fight for the justice you deserve. Call now to take the first step toward a successful appeal.

Disclaimer: This article is intended for informational purposes only and should not be taken as legal advice. Consult with a qualified attorney to discuss your specific situation.

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California Appeals Process: A Guide for Litigants

Navigating the appeals process in California can be complex. This guide aims to provide litigants with a clear understanding of the steps involved in filing a civil appeal within the state.

Understanding Appeals in California

An appeal is a legal procedure where a higher court reviews the decision of a lower court to determine if legal errors occurred that could have affected the outcome. It’s important to note that an appeal is not a retrial; new evidence is generally not considered. Instead, the appellate court evaluates the trial record to assess whether proper procedures and laws were applied correctly.

Key Steps in the California Appeals Process

1. Filing the Notice of Appeal

To initiate an appeal, the appellant must file a Notice of Appeal with the trial court. This document informs the court and the opposing party of the intent to seek appellate review. In most civil cases, this notice must be filed within 60 days after the trial court clerk serves the notice of entry of judgment or within 180 days after the entry of judgment if no notice is served.

2. Designating the Record on Appeal

The appellant must specify which documents and transcripts from the trial court proceedings should be included in the appellate record. This record is crucial as it forms the basis for the appellate court’s review. The appellant can choose between a clerk’s transcript, which includes documents filed in the trial court, and a reporter’s transcript, which contains verbatim records of oral proceedings.

3. Preparing and Filing Briefs

Appellant’s Opening Brief: This document outlines the appellant’s arguments, detailing the alleged errors made by the trial court and citing relevant legal authorities. It’s imperative to present all pertinent issues in this brief, as failing to do so may result in waiving those arguments.
Respondent’s Brief: The appellee (respondent) responds to the appellant’s arguments, aiming to demonstrate that the trial court’s decision was correct.
Appellant’s Reply Brief: The appellant may file a reply to address points made in the respondent’s brief, focusing solely on countering those arguments without introducing new issues.

4. Oral Argument

After briefs are submitted, the court may schedule an oral argument, providing both parties an opportunity to present their positions and answer the judges’ questions. While not always granted, oral arguments can be pivotal in clarifying complex issues.

5. The Court’s Decision

Following deliberation, the appellate court will issue a written opinion. This decision may affirm the trial court’s ruling, reverse it, or remand the case for further proceedings. The opinion will detail the court’s reasoning and any directives for subsequent action.

Important Considerations

Timeliness: Strict deadlines govern the appeals process. Missing the window to file a Notice of Appeal can forfeit the right to appeal.
Scope of Review: The appellate court’s review is confined to the trial court record. New evidence or arguments not presented at trial are generally inadmissible.
Standard of Review: The appellate court applies specific standards when evaluating alleged errors, such as “de novo” for legal issues or “abuse of discretion” for certain trial court decisions.
Costs and Fees: Filing an appeal involves various costs, including filing fees and expenses related to preparing the record. In some instances, fee waivers may be available for those who qualify.

Embarking on an appeal requires meticulous attention to procedural rules and deadlines. Consulting with a legal professional experienced in appellate practice can provide crucial guidance tailored to the specifics of your case.

Conclusion

If you’re considering an appeal in California, having experienced legal representation is crucial. At KP Law, our team, led by Certified Appellate Law Specialist Zareh Jaltorossian, brings over 40 years of combined experience to navigate the complexities of appellate litigation. We are dedicated to providing personalized and effective advocacy to protect your rights throughout the appeals process.

Contact us today at (866) 973-5691 for a free consultation. Our Pasadena office is located at 140 S. Lake Ave, Suite 305, Pasadena, CA 91101. We are available 24/7 to discuss your case and explore your legal options.

Disclaimer: This article is intended for informational purposes only and should not be taken as legal advice. Consult with a qualified attorney to discuss your specific situation.

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Truck Accidents in California: The Complexities of Legal Claims

Truck accidents in California can be devastating, often leading to severe injuries, financial losses, and complex legal disputes. Unlike typical car accidents, truck collisions involve multiple liable parties, strict federal and state regulations, and intricate legal processes. For victims seeking compensation, navigating these complexities can be overwhelming.

Understanding California truck accident laws, liability issues, and legal options is crucial. This guide breaks down the essential aspects of truck accident claims, helping victims and their families protect their rights and pursue fair compensation.

Understanding California Truck Accident Laws

Federal and State Regulations That Impact Your Case

Truck accidents in California fall under a combination of federal laws, regulated by the Federal Motor Carrier Safety Administration (FMCSA), and California state laws within the California Vehicle Code (CVC). These laws govern various aspects of trucking operations, ensuring safety and accountability.

Key regulations include:

Hours of Service (HOS) Limits – Federal law restricts how long truck drivers can be on the road without breaks to prevent fatigue-related accidents.
Weight and Load Restrictions – Overloaded trucks can lead to mechanical failures or rollovers, increasing the risk of accidents.
Maintenance and Inspection Requirements – Both federal and state laws require trucking companies to inspect and maintain their fleets regularly.
Driver Qualifications – FMCSA enforces strict hiring and training requirements to ensure drivers are properly licensed and capable of operating commercial vehicles safely.

Recent Legislative Changes Affecting Truck Accident Claims

California recently passed Senate Bill 961, which mandates that all new vehicles include intelligent speed assistance systems by 2030. While primarily aimed at passenger cars, this shift toward advanced safety technology could impact future trucking regulations, leading to stricter enforcement and enhanced safety measures.

Determining Liability in a California Truck Accident

Who Can Be Held Responsible?

One of the biggest challenges in truck accident claims is determining who is liable. Unlike passenger car accidents, where the driver is usually at fault, truck accidents can involve multiple parties, including:

The Truck Driver – If the driver was speeding, fatigued, distracted, or under the influence, they can be held responsible.
The Trucking Company – Employers may be liable for negligent hiring, failing to train drivers properly, or ignoring maintenance requirements.
Cargo Loaders – Improperly secured cargo can shift during transport, leading to loss of control or rollovers.
Truck Manufacturers – If a truck’s brakes, tires, or other mechanical parts fail due to defects, the manufacturer may be responsible.

Proving Negligence in a Truck Accident Case

To file a successful truck accident claim, victims must prove negligence. This typically involves gathering:

Police reports and official accident documentation.
Truck driver logs and black box data to check for HOS violations.
Eyewitness statements to support claims of reckless or negligent driving.
Surveillance footage or dashcam videos showing how the accident occurred.
Vehicle maintenance records to determine whether the truck was properly serviced.

A truck accident lawyer can help victims compile and analyze this evidence to build a strong case.

Filing a Truck Accident Lawsuit in California

What is the Statute of Limitations?

Victims of truck accidents must file a personal injury claim within two years from the accident date under California’s statute of limitations (California Code of Civil Procedure § 335.1).

Exceptions include:

Delayed Discovery Rule – If an injury is not immediately apparent, the statute may begin from the date the injury was discovered.
Claims Against Government Entities – If a government truck is involved, the claim must be filed within six months.

Comparative Negligence: How Fault Affects Compensation

California follows a pure comparative negligence rule. This means that even if a victim is partially responsible for the accident, they can still recover compensation—though it will be reduced based on their percentage of fault.

For example:

If a victim is 20% at fault, their compensation is reduced by 20%.
If awarded $100,000, they will receive $80,000 after the deduction.

This law highlights the importance of collecting strong evidence to minimize liability and maximize compensation.

Damages Available in a Truck Accident Claim

Truck accident victims in California may be entitled to compensation for:

Medical Expenses – Hospital bills, surgeries, rehabilitation, and future medical care.
Lost Wages and Future Earnings – Compensation for time off work and loss of earning capacity.
Pain and Suffering – Emotional distress, PTSD, and reduced quality of life.
Property Damage – Cost of repairing or replacing a damaged vehicle.
Wrongful Death Damages – If a loved one was killed, families may claim funeral expenses, loss of financial support, and emotional suffering.

Insurance companies often attempt to lowball settlements, so working with an attorney ensures fair compensation.

Steps to Take After a Truck Accident in California

If you are involved in a truck accident, taking the right steps immediately can significantly impact your claim.

Call 911 – Always report the accident and request medical assistance.
Gather Evidence – Take photos of the scene, truck license plates, and visible injuries.
Collect Witness Information – Eyewitness accounts can strengthen your claim.
Seek Medical Attention – Some injuries, like concussions or internal bleeding, may not be immediately visible.
Do Not Admit Fault – Avoid statements that could be used against you.
Consult a Truck Accident Lawyer – Legal guidance ensures your rights are protected.

Why You Need a Truck Accident Lawyer

Truck accident claims are complex, often requiring expert legal representation. A skilled California truck accident lawyer can:

Investigate liability and gather crucial evidence.
Handle insurance negotiations to secure fair compensation.
Work with accident reconstruction experts to strengthen claims.
Represent you in court if necessary.

Finding the Right Truck Accident Attorney in California

When selecting an attorney, consider:

Experience in truck accident cases
Client reviews and case results
Free consultation availability
Contingency fee options (no upfront costs)

Conclusion

Truck accidents in California are legally complex and often involve multiple responsible parties, making legal claims challenging. Whether you are dealing with insurance negotiations, liability disputes, or wrongful death claims, understanding the law is crucial.

If you or a loved one has been injured in a truck accident, seeking legal representation is the best way to secure fair compensation. An experienced California truck accident lawyer can guide you through the process, protect your rights, and ensure you receive the settlement you deserve.

At KP Law, our experienced Pasadena personal injury attorneys are dedicated to helping victims navigate the complexities of truck accident claims.

Why Choose KP Law?

Proven Results: Over $60 million recovered for our clients.
Experienced Team: More than 50 years of combined legal experience.
Client-Focused Approach: No fees unless we win your case.
Availability: Free consultations and 24/7 support.

Don’t wait to get the legal help you need. Call us at (866) 973-5691 to schedule your free consultation. Let KP Law fight for your rights and help you navigate the legal process with confidence.

Disclaimer: This blog post is intended for informational purposes only and should not be taken as legal advice.

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