Los Angeles County, California — An unpaid wages lawsuit filed by a former Langer’s Delicatessen server alleges unpaid work, missed rest periods, workplace harassment, and retaliation that ultimately led to his termination. The complaint raises questions about California workers’ rights when employees perform additional duties or report suspected wage violations.
Former Langer’s Deli Server Alleges Unpaid Work and Retaliation
Erick Zamora, who began working at the Westlake restaurant in April 2024, filed suit against Langer’s Delicatessen and others on August 27, 2026. According to the complaint, Zamora was later assigned public relations, marketing, and social media duties, which he performed on his personal phone while continuing to work at the restaurant.
He alleges he performed those additional tasks for about a year without regular or overtime compensation, except for two $100 cash payments after he raised concerns. The lawsuit also alleges missed rest periods, repeated comments, and unwanted touching related to his body.
Zamora claims scrutiny of his work increased after he complained, and that he was ultimately terminated in August 2025. The defendants have not yet proven or conceded these allegations in court.
What California Law Says About Unpaid Work and Retaliation
The allegations in this unpaid wages lawsuit highlight several protections available to California employees. Generally, employers must compensate nonexempt workers for time they are permitted or expected to work, including qualifying overtime.
California also provides paid rest-period protections and prohibits retaliation against workers who complain about unpaid wages.
Depending on the facts, potential employment claims may involve:
- Unpaid wages for required work performed without proper compensation
- Overtime pay when qualifying hours exceed California’s daily or weekly limits
- Missed rest-period compensation when legally required breaks are not provided
- Retaliation after an employee raises a good-faith wage complaint
- Wrongful termination when a discharge allegedly results from protected workplace activity
California workers may pursue unpaid wages through the Labor Commissioner’s Office or, depending on the circumstances, through a civil lawsuit.
Concerned About Unpaid Wages? Labor Law Advocates Can Help
Workers should not have to determine alone whether missing pay, additional off-the-clock duties, denied breaks, or workplace retaliation may violate California employment law.
Labor Law Advocates connect employees with a Los Angeles employment lawyer to review work schedules, pay records, communications, duties, and reasons for termination or adverse actions. If you believe you’re owed wages or have faced retaliation, contact us for a free consultation to discuss your legal options and deadlines.
