Employment Law in Diamond Bar, California — What You Need to Know Employment law in Diamond Bar, California, encompasses a vast and critical legal landscape designed to protect the rights of employees and ensure fair treatment in the workplace. For residents of this vibrant East San Gabriel Valley c
Frequently Asked Questions
How long do I have to file an employment law claim in Diamond Bar?
The time limit, known as the statute of limitations, varies significantly depending on the type of claim. For many discrimination or harassment claims under California's FEHA, you generally have one year from the date of the last discriminatory act to file a complaint with the California Civil Rights Department (CRD). Wage and hour claims often have a three-year statute of limitations for statutory violations, and sometimes four years for breach of written contract claims. It's crucial to consult with an attorney as soon as possible, as missing these deadlines can mean losing your right to pursue a claim entirely.
What types of damages can I recover in an employment law case in Diamond Bar?
If your employment law claim in Diamond Bar is successful, you may be able to recover various damages. These can include economic damages such as lost back pay (wages and benefits you would have earned), lost front pay (future lost earnings), and out-of-pocket expenses. Non-economic damages cover emotional distress, pain, suffering, and reputational harm. In cases of egregious misconduct by the employer, punitive damages may be awarded to punish the employer and deter similar actions in the future. Attorney's fees and litigation costs can also often be recovered.
Do I need a lawyer for an employment law case in Diamond Bar?
While you are not legally required to have a lawyer, employment law in California is highly complex. Employers typically have significant legal resources. A skilled employment lawyer like Sam Schmuel can help you understand your rights, gather evidence, navigate administrative processes (like DFEH complaints or DLSE wage claims), negotiate with your employer, and represent you in court. This significantly increases your chances of a successful outcome and fair compensation compared to handling the case yourself.
How much does an employment law attorney cost in Diamond Bar?
At the Law Office of Sam Schmuel, we handle employment law cases for Diamond Bar residents on a contingency fee basis. This means you pay no upfront legal fees. Our fees are contingent upon us successfully recovering compensation for you, either through a settlement or a court award. If we don't win your case, you pay nothing. This removes the financial barrier to justice and allows you to pursue your claim without worrying about hourly rates or retainer fees.
What if I was partly at fault for the workplace issue in Diamond Bar?
California follows a system of pure comparative negligence in some legal contexts, which means if you were partly at fault, your recoverable damages might be reduced by your percentage of fault. However, in many employment law scenarios, such as discrimination or wrongful termination, the concept of "fault" might not apply in the same way as, for example, a personal injury case. Your employer's unlawful conduct is often the primary focus. An attorney can assess your specific situation and explain how any actions you took might impact your case.
Can I still file an employment claim if the incident happened years ago?
It depends on the specific claim and how many years have passed. As mentioned, statutes of limitations vary greatly, typically ranging from one to four years for most employment law claims in California. While some exceptions like the "discovery rule" (where the clock starts when you reasonably discovered the harm) may apply, it is generally difficult to file claims for incidents that occurred many years ago. It’s always best to contact an attorney immediately to preserve your rights and determine if your claim is still viable.
What is wrongful termination in California for Diamond Bar employees?
Wrongful termination occurs when an employer fires an employee for an illegal reason, even if California is an "at-will" employment state. Common illegal reasons include termination due to discrimination (e.g., race, age, gender), retaliation for whistleblowing or engaging in protected activities, or in violation of an express or implied employment contract. If you were fired from your job in Diamond Bar for reporting a safety violation or complaining about sexual harassment, that could constitute wrongful termination.
What is a DFEH complaint and do I need one before suing my employer in Diamond Bar?
DFEH refers to the California Department of Fair Employment and Housing, now known as the California Civil Rights Department (CRD). For many discrimination, harassment, and retaliation claims under California's FEHA, you must first file an administrative complaint with the CRD and obtain a "Right-to-Sue" letter before you can file a lawsuit in court. This is a mandatory step, known as "exhaustion of administrative remedies," and is crucial for preserving your right to sue. An attorney can help you navigate this process.
What is wage theft and how do I pursue a DLSE wage claim in Diamond Bar?
Wage theft includes various illegal practices such as not paying minimum wage, failing to pay overtime, denying meal and rest breaks, making illegal deductions, or misclassifying employees to avoid paying fair wages. If you believe your employer in Diamond Bar has committed wage theft, you can file a wage claim with the Division of Labor Standards Enforcement (DLSE), also known as the Labor Commissioner's Office. This agency investigates complaints and can order employers to pay back wages and penalties. Sam Schmuel can assist in preparing and filing such a claim.
Can my employer retaliate against me for reporting workplace issues in Diamond Bar?
No, it is illegal for your employer to retaliate against you for engaging in protected activities. Protected activities include reporting discrimination, harassment, wage theft, safety violations (whistleblowing), or taking legally protected leave. If your employer in Diamond Bar demotes you, reduces your hours, or terminates you after you've engaged in a protected activity, you may have a strong retaliation claim under California Labor Code § 1102.5 and FEHA.
What is the difference between federal and California employment law for Diamond Bar employees?
Federal laws, like Title VII of the Civil Rights Act, provide baseline protections, but California employment laws, particularly the Fair Employment and Housing Act (FEHA) and the various Labor Codes, often offer significantly broader and stronger protections for employees. For example, FEHA applies to smaller employers (five or more employees for general discrimination, one for harassment) than federal law, covers more protected characteristics, and offers more robust remedies. For Diamond Bar residents, California law often provides the strongest legal recourse.
Can I sue my employer for emotional distress caused by workplace misconduct in Diamond Bar?
Yes, under California law, if you have suffered emotional distress as a direct result of your employer's unlawful conduct (e.g., discrimination, harassment, wrongful termination), you may be able to recover damages for that emotional distress. These are considered non-economic damages and are often a significant component of compensation in successful employment law claims. Documentation from medical or mental health professionals can help support such a claim.
Employment Law in Diamond Bar, California — What You Need to Know
Employment law in Diamond Bar, California, encompasses a vast and critical legal landscape designed to protect the rights of employees and ensure fair treatment in the workplace. For residents of this vibrant East San Gabriel Valley community, understanding these rights is not just a legal formality but a necessity for maintaining a safe, respectful, and equitable work environment. Whether you work at a small local business along Grand Avenue, commute daily on the 57 Freeway to larger corporations in Orange County or Los Angeles, or are employed by one of the educational institutions like Cal Poly Pomona or Mt. San Antonio College nearby, California's robust employment laws provide a robust safety net. These laws govern everything from wages and hours to protection against discrimination, harassment, and wrongful termination, impacting nearly every aspect of your professional life in Diamond Bar.
Diamond Bar's unique geographical position, nestled at the intersection of Los Angeles County and San Bernardino County, and its diverse demographic makeup, mean that its workforce interacts with a wide array of employers and workplace cultures. Traffic patterns, particularly on arterial roads like Diamond Bar Boulevard and major thoroughfares like the 60 and 57 Freeways, often influence commuting times and work-life balance for many residents, adding another layer to the employment experience. Industries prevalent in or near Diamond Bar include education, healthcare (with large facilities like Pomona Valley Hospital Medical Center and Kaiser Permanente Baldwin Park serving the region), retail, and various professional services. This diversity means that employees may encounter different types of workplace issues, from wage theft in retail settings to complex discrimination claims in larger corporate environments. Having a nuanced understanding of how California's statutes apply to these varied scenarios is crucial.
Engaging a local California attorney like Sam Schmuel, serving Diamond Bar residents, makes a significant difference when facing employment disputes. A local attorney understands not only the intricacies of state and federal employment laws but also the specific local context, including the reputation of certain employers, the common types of issues arising in the regional economy, and the local court procedures. While federal laws like Title VII of the Civil Rights Act or the Americans with Disabilities Act provide a baseline, California’s Fair Employment and Housing Act (FEHA) and other state-specific labor codes often offer even stronger protections for employees. Navigating these overlapping and sometimes complex legal frameworks requires specialized knowledge. An attorney familiar with Los Angeles County court systems, such as the Pomona courthouse, can provide invaluable guidance, ensuring your rights are aggressively protected right here in your Diamond Bar community.
Common Employment Law Cases in Diamond Bar
Wage Theft and Unpaid Overtime
Wage theft is unfortunately common, impacting many hardworking individuals in Diamond Bar across various industries, from retail stores in the Diamond Bar Town Center to service sector jobs along Grand Avenue. This can include failure to pay minimum wage, unpaid overtime, illegal deductions from paychecks, or employers misclassifying employees as independent contractors to avoid paying benefits and overtime. Many Diamond Bar employees, particularly those working long shifts in restaurants or small businesses, may not realize they are being denied their rightful wages.
California's stringent labor laws, including those enforced by the Division of Labor Standards Enforcement (DLSE), vigorously protect employees against such practices. If you've been working more than 8 hours in a day or 40 hours in a week without receiving time-and-a-half pay, or if your employer at a company near the 60 Freeway didn't provide proper meal and rest breaks, you may have a strong wage and hour claim. Sam Schmuel can help Diamond Bar residents recover unpaid wages, penalties, and even attorney's fees through a DLSE wage claim or civil lawsuit.
Workplace Harassment and Discrimination
Discrimination and harassment remain pervasive issues even in seemingly progressive workplaces in Diamond Bar, whether at a corporate office near the 57 Freeway or a local school district. Discrimination can occur based on protected characteristics such as age, race, gender, religion, sexual orientation, disability, or national origin. Harassment often manifests as unwelcome conduct based on these characteristics, creating a hostile work environment. This might involve offensive jokes, slurs, intimidation, or physical assaults.
California's Fair Employment and Housing Act (FEHA) provides much broader protections against discrimination and harassment than federal law. For instance, FEHA applies to smaller employers and offers robust remedies. If you've experienced differential treatment or a hostile environment at your workplace in Diamond Bar, whether it’s in the Diamond Bar Highlands or near the Ronald Reagan Park, it's critical to understand your rights and the steps to file a complaint with the California Civil Rights Department (CRD, formerly DFEH).
Wrongful Termination
While California is generally an at-will employment state, meaning an employer can terminate an employee for almost any reason, there are significant exceptions that protect employees in Diamond Bar from wrongful termination. You cannot be fired for an illegal reason, such as retaliation for reporting workplace safety violations (whistleblower protection), discrimination, or taking protected leave (e.g., family medical leave). Employees in Diamond Bar might also be protected if they were terminated in violation of an express or implied contract, or due to a public policy violation.
For example, if you were fired from your job at a business park off Powhatan Street shortly after reporting sexual harassment, or if you were let go from a company near the Diamond Bar Golf Course after declining to engage in an illegal activity, your termination might be wrongful. Proving wrongful termination often requires careful documentation and a deep understanding of employment law. Sam Schmuel assists Diamond Bar employees in challenging unlawful firings and seeking compensation for lost wages and other damages.
Retaliation for Whistleblowing or Protected Activities
Employees in Diamond Bar have the right to engage in certain protected activities without fear of retaliation from their employers. This includes whistleblowing, which means reporting illegal activities, safety violations, or unethical conduct to management or relevant authorities. Other protected activities include participating in an investigation, refusing to engage in illegal conduct, or taking legally protected leave (e.g., medical leave, jury duty).
If you've been demoted, denied a promotion, had your hours cut, or were even fired from your job near the Hsi Lai Temple after reporting a safety hazard or speaking out against discrimination, you may have a strong retaliation claim under California Labor Code § 1102.5. Employers in Diamond Bar cannot legally punish employees for exercising these rights. Sam Schmuel can help you navigate these complex claims and hold retaliatory employers accountable.
California Law and Your Rights in Diamond Bar
California employment law offers some of the strongest employee protections in the United States, significantly exceeding federal standards in many areas. For Diamond Bar residents, this translates into comprehensive safeguards against various forms of workplace misconduct. Key statutes like the California Fair Employment and Housing Act (FEHA), codified primarily in Government Code § 12940 et seq., prohibit discrimination and harassment based on an extensive list of protected characteristics, including race, religion, 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. FEHA also provides protections against retaliation for individuals who report or oppose such unlawful practices. Additionally, California Labor Code § 1102.5 provides robust whistleblower protections, shielding employees from retaliation when they report violations of law.
Regarding statutes of limitations, it's critical to act quickly. For many FEHA claims, an administrative complaint must generally be filed with the California Civil Rights Department (CRD) within one year from the date of the discriminatory or harassing act. For wage and hour claims, California Code of Civil Procedure (CCP) § 338 typically allows for a three-year period for claims involving violations of statutes, while breach of written contract claims may allow up to four years under CCP § 337. Wrongful termination claims rooted in public policy violations or specific contracts also have varying statutes of limitations, usually ranging from one to four years depending on the legal theory. Missing these deadlines can permanently bar your ability to pursue a claim, making prompt consultation with an attorney essential.
If successful, a Diamond Bar employee in an employment law case can recover a wide array of damages. Economic damages typically include lost wages (past and future), lost benefits, and out-of-pocket expenses directly resulting from the employer's unlawful conduct. Non-economic damages, often referred to as "pain and suffering," can compensate for emotional distress, mental anguish, and reputational harm suffered. In cases where an employer's conduct was particularly egregious, malicious, oppressive, or fraudulent, punitive damages may be awarded under Civil Code § 3294 to punish the employer and deter similar conduct in the future. Additionally, California law often allows for the recovery of attorney's fees and litigation costs, particularly under FEHA, making qualified legal representation more accessible.
Proving an employment law claim in Diamond Bar generally requires compelling evidence. This can include internal company documents, emails, text messages, performance reviews, witness testimonies, employment contracts, pay stubs, and any written or recorded communications related to the alleged misconduct. For discrimination or harassment claims, a pattern of behavior or direct statements from supervisors or colleagues can be crucial. For wage theft claims, timecards, pay stubs, and employment records are paramount. An experienced attorney like Sam Schmuel can help a Diamond Bar resident identify, collect, and preserve the necessary evidence to build a strong case and prepare for potential DFEH complaints or DLSE wage claims.
How Sam Schmuel Handles Employment Law Cases in Diamond Bar
At the Law Office of Sam Schmuel, the process for handling employment law cases for Diamond Bar residents begins with a thorough and confidential free consultation. This initial discussion is vital for understanding the unique circumstances of your situation, allowing us to listen intently to your story, evaluate the facts, and provide an honest assessment of your potential claims. We'll discuss the nature of the alleged wrongdoing – whether it's wage theft, wrongful termination, harassment, discrimination, or retaliation – and explain the relevant California laws that apply. During this phase, we also begin to identify the types of evidence that will be crucial for building a strong case, offering clear guidance on what documents or information you should gather.
Following the initial consultation, if we determine you have a viable claim, Sam Schmuel embarks on a comprehensive investigation. This involves meticulously gathering all relevant evidence, which can include employment records, internal company policies, communications (emails, texts), witness statements, and any administrative filings with agencies like the California Civil Rights Department (CRD, formerly DFEH) or the Division of Labor Standards Enforcement (DLSE). Armed with a robust understanding of the facts and the law, we then proceed to build a compelling case. This often involves drafting demand letters to the employer, seeking a fair settlement through negotiation, or, if necessary, initiating formal litigation by filing a lawsuit in the appropriate Los Angeles County court, such as the Pomona Courthouse. Our approach is always client-centered, ensuring you are informed and involved at every stage of the process, from initial strategy to potential appeals.
Our firm's approach to employment law in Diamond Bar is effective because it combines aggressive advocacy with a deep understanding of unique individual needs. We operate on a contingency fee basis, which means there are absolutely no upfront legal fees for you. You pay nothing unless we recover compensation for you. This "no win, no fee" promise ensures that justice is accessible to everyone in Diamond Bar, regardless of their financial circumstances. It also aligns our success directly with yours, motivating us to secure the best possible outcome for your employment dispute, whether through a favorable settlement or a successful verdict at trial.
Local Resources for Diamond Bar Employment Law Victims
For Diamond Bar residents facing employment law issues, several key local and state agencies provide essential resources and avenues for reporting violations. Understanding where to turn for assistance can be crucial.
- Superior Court of California, County of Los Angeles – Pomona Courthouse: Many employment law cases, if they proceed to litigation, would be heard at this courthouse. Located at 400 Civic Center Plaza, Pomona, CA 91766, it serves the East San Gabriel Valley region, including Diamond Bar.
- California Civil Rights Department (CRD, formerly DFEH): The primary state agency for investigating discrimination and harassment complaints under FEHA. While they do not have a physical office in Diamond Bar, their regional offices (such as the one in Los Angeles) handle complaints for the entire county. Complaints can be filed online or by mail.
- Division of Labor Standards Enforcement (DLSE – Labor Commissioner): This agency within the California Department of Industrial Relations (DIR) handles wage claims, retaliation complaints, and other labor code violations. Their local offices, like the one in Los Angeles, process claims for Diamond Bar employees.
- Cal/OSHA (Division of Occupational Safety and Health): For workplace safety and health violations, employees can file complaints with Cal/OSHA, part of the DIR. They investigate hazards and ensure compliance with safety standards.
- Department of Industrial Relations (DIR) / Division of Workers' Compensation (DWC): While primarily focused on workers' compensation, the DIR oversees various labor laws. The DWC handles claims for work-related injuries or illnesses, which can sometimes overlap with employment law issues if retaliation is involved.
- Los Angeles County Sheriff's Department – Diamond Bar/Walnut Station: While generally not handling civil employment disputes, the Sheriff's Department would be the appropriate contact for immediate safety concerns, workplace violence, or criminal harassment that rises to the level of assault.
- Pomona Valley Hospital Medical Center / Kaiser Permanente Baldwin Park: These major medical facilities serve Diamond Bar residents and can provide documentation for injuries or emotional distress related to workplace incidents, which could be critical evidence in an employment law claim.
Frequently Asked Questions — Employment Law in Diamond Bar
How long do I have to file an employment law claim in Diamond Bar?
The time limit, known as the statute of limitations, varies significantly depending on the type of claim. For many discrimination or harassment claims under California's FEHA, you generally have one year from the date of the last discriminatory act to file a complaint with the California Civil Rights Department (CRD). Wage and hour claims often have a three-year statute of limitations for statutory violations, and sometimes four years for breach of written contract claims. It's crucial to consult with an attorney as soon as possible, as missing these deadlines can mean losing your right to pursue a claim entirely.
What types of damages can I recover in an employment law case in Diamond Bar?
If your employment law claim in Diamond Bar is successful, you may be able to recover various damages. These can include economic damages such as lost back pay (wages and benefits you would have earned), lost front pay (future lost earnings), and out-of-pocket expenses. Non-economic damages cover emotional distress, pain, suffering, and reputational harm. In cases of egregious misconduct by the employer, punitive damages may be awarded to punish the employer and deter similar actions in the future. Attorney's fees and litigation costs can also often be recovered.
Do I need a lawyer for an employment law case in Diamond Bar?
While you are not legally required to have a lawyer, employment law in California is highly complex. Employers typically have significant legal resources. A skilled employment lawyer like Sam Schmuel can help you understand your rights, gather evidence, navigate administrative processes (like DFEH complaints or DLSE wage claims), negotiate with your employer, and represent you in court. This significantly increases your chances of a successful outcome and fair compensation compared to handling the case yourself.
How much does an employment law attorney cost in Diamond Bar?
At the Law Office of Sam Schmuel, we handle employment law cases for Diamond Bar residents on a contingency fee basis. This means you pay no upfront legal fees. Our fees are contingent upon us successfully recovering compensation for you, either through a settlement or a court award. If we don't win your case, you pay nothing. This removes the financial barrier to justice and allows you to pursue your claim without worrying about hourly rates or retainer fees.
What if I was partly at fault for the workplace issue in Diamond Bar?
California follows a system of pure comparative negligence in some legal contexts, which means if you were partly at fault, your recoverable damages might be reduced by your percentage of fault. However, in many employment law scenarios, such as discrimination or wrongful termination, the concept of "fault" might not apply in the same way as, for example, a personal injury case. Your employer's unlawful conduct is often the primary focus. An attorney can assess your specific situation and explain how any actions you took might impact your case.
Can I still file an employment claim if the incident happened years ago?
It depends on the specific claim and how many years have passed. As mentioned, statutes of limitations vary greatly, typically ranging from one to four years for most employment law claims in California. While some exceptions like the "discovery rule" (where the clock starts when you reasonably discovered the harm) may apply, it is generally difficult to file claims for incidents that occurred many years ago. It’s always best to contact an attorney immediately to preserve your rights and determine if your claim is still viable.
What is wrongful termination in California for Diamond Bar employees?
Wrongful termination occurs when an employer fires an employee for an illegal reason, even if California is an "at-will" employment state. Common illegal reasons include termination due to discrimination (e.g., race, age, gender), retaliation for whistleblowing or engaging in protected activities, or in violation of an express or implied employment contract. If you were fired from your job in Diamond Bar for reporting a safety violation or complaining about sexual harassment, that could constitute wrongful termination.
What is a DFEH complaint and do I need one before suing my employer in Diamond Bar?
DFEH refers to the California Department of Fair Employment and Housing, now known as the California Civil Rights Department (CRD). For many discrimination, harassment, and retaliation claims under California's FEHA, you must first file an administrative complaint with the CRD and obtain a "Right-to-Sue" letter before you can file a lawsuit in court. This is a mandatory step, known as "exhaustion of administrative remedies," and is crucial for preserving your right to sue. An attorney can help you navigate this process.
What is wage theft and how do I pursue a DLSE wage claim in Diamond Bar?
Wage theft includes various illegal practices such as not paying minimum wage, failing to pay overtime, denying meal and rest breaks, making illegal deductions, or misclassifying employees to avoid paying fair wages. If you believe your employer in Diamond Bar has committed wage theft, you can file a wage claim with the Division of Labor Standards Enforcement (DLSE), also known as the Labor Commissioner's Office. This agency investigates complaints and can order employers to pay back wages and penalties. Sam Schmuel can assist in preparing and filing such a claim.
Can my employer retaliate against me for reporting workplace issues in Diamond Bar?
No, it is illegal for your employer to retaliate against you for engaging in protected activities. Protected activities include reporting discrimination, harassment, wage theft, safety violations (whistleblowing), or taking legally protected leave. If your employer in Diamond Bar demotes you, reduces your hours, or terminates you after you've engaged in a protected activity, you may have a strong retaliation claim under California Labor Code § 1102.5 and FEHA.
What is the difference between federal and California employment law for Diamond Bar employees?
Federal laws, like Title VII of the Civil Rights Act, provide baseline protections, but California employment laws, particularly the Fair Employment and Housing Act (FEHA) and the various Labor Codes, often offer significantly broader and stronger protections for employees. For example, FEHA applies to smaller employers (five or more employees for general discrimination, one for harassment) than federal law, covers more protected characteristics, and offers more robust remedies. For Diamond Bar residents, California law often provides the strongest legal recourse.
Can I sue my employer for emotional distress caused by workplace misconduct in Diamond Bar?
Yes, under California law, if you have suffered emotional distress as a direct result of your employer's unlawful conduct (e.g., discrimination, harassment, wrongful termination), you may be able to recover damages for that emotional distress. These are considered non-economic damages and are often a significant component of compensation in successful employment law claims. Documentation from medical or mental health professionals can help support such a claim.
Why Diamond Bar Residents Choose Sam Schmuel
For Diamond Bar residents facing the complexities and emotional toll of workplace disputes, choosing the right legal representation is paramount. Sam Schmuel and the Law Office of Sam Schmuel are dedicated to providing compassionate, effective, and results-driven legal services to the community. We understand that an employment law issue, whether it's wage theft, harassment, or wrongful termination, can profoundly impact your life, your family, and your financial stability. That's why we commit to being accessible, providing clear communication, and fighting tirelessly to protect your rights and secure the justice you deserve, right here in the greater Los Angeles area.
Our firm distinguishes itself through a client-first approach, recognizing that every case in Diamond Bar is unique and requires personalized attention. We leverage our deep expertise in California employment law, including extensive knowledge of FEHA, FLSA, and the nuances of DFEH complaints and DLSE wage claims, to craft tailored strategies for each client. From the initial free consultation to potential court appearances at the Pomona Courthouse, we guide you through every step, ensuring you understand your options and are empowered to make informed decisions. Our goal is not just to resolve your case, but to achieve the best possible outcome, whether that's through aggressive negotiation or tenacious litigation, ensuring accountability for employers who violate the law.
We firmly believe that financial constraints should never prevent a deserving individual from seeking justice. That’s why Sam Schmuel operates on a contingency fee basis. For our Diamond Bar clients, this means you pay absolutely no legal fees unless and until we successfully recover compensation for your employment law case. This "no win, no fee" promise demonstrates our confidence in our ability to deliver results and ensures that you can pursue your claim without added financial stress. We also offer bilingual English/Spanish services to better serve the diverse Diamond Bar community, ensuring effective communication and robust representation for all.