Fee petition mechanics · Updated July 2026
California Pregnancy Disability Leave attorney fee petition mechanics: healthcare provider certification date as primary Welch anchor, Gov. Code § 12965(b) mandatory attorney fees
California Pregnancy Disability Leave civil enforcement (Gov. Code § 12945 [PDL] + § 12965(b) [FEHA mandatory attorney fees]) solos billing hourly on mandatory attorney fees — in actions where the primary Welch temporal anchor is the DATE OF WRITTEN PREGNANCY DISABILITY MEDICAL CERTIFICATION (the date the employee's OB-GYN, certified nurse midwife, or licensed healthcare provider issues a written certification of the employee's disability due to pregnancy, childbirth, or related medical condition under Gov. Code § 12945(a)(2); the DATE OF PREGNANCY DISABILITY MEDICAL CERTIFICATION is the ONLY primary anchor in the entire fee-petition-mechanics series in a HEALTHCARE PROVIDER'S PREGNANCY DISABILITY CERTIFICATION DATE — a date generated by the employee's own healthcare provider on the provider's own clinical scheduling calendar [the provider schedules and conducts the clinical evaluation, determines the pregnancy-related disability (preeclampsia, hyperemesis gravidarum, gestational diabetes requiring insulin management, severe pelvic girdle pain, placenta previa, threatened miscarriage, post-partum depression meeting the clinical disability threshold), and issues the written certification on the provider's own schedule]; this date is not a date selected by the employee, the employer, or the attorney; the certification is the healthcare provider's own professional clinical document, maintained in the employee's medical record at the provider's office; the employer receives a copy, and the copy is retained in the employer's personnel file — but the DATE OF CERTIFICATION is set by the provider's clinical evaluation schedule, entirely outside the employer's and the employee attorney's scheduling control; the DATE OF PREGNANCY DISABILITY MEDICAL CERTIFICATION is categorically distinct from: the CFRA LEAVE REQUEST DATE [Gov. Code § 12945.2, tier_hhh — the informal verbal or written request the employee makes to a supervisor to request CFRA leave; the CFRA leave request date may be as informal as a phone call; no written certification required to trigger CFRA protection; the CFRA leave request date and the PDL medical certification date may occur on the same day, or the CFRA baby bonding request may occur months after the PDL certification, depending on the PDL leave period]; the MILITARY ORDERS DATE [Mil. & Vet. Code § 394, tier_hhh — DOD-issued orders date]; the JURY SUMMONS RECEIPT DATE [Lab. Code § 230, tier_hhh]; the CFRA LEAVE REQUEST DATE is the ONLY primary anchor in tier_hhh in a FAMILY OR MEDICAL LEAVE REQUEST DATE; the PDL CERTIFICATION DATE is the ONLY primary anchor in tier_jjj in a HEALTHCARE PROVIDER'S OWN CLINICAL EVALUATION DATE — both anchors are in employment leave disputes, but they are generated by entirely different parties (employee requesting CFRA vs. healthcare provider certifying PDL disability) on entirely different calendars; Gov. Code § 12945 PDL coverage: any employer with 5 or more employees [Cal. Code Regs. tit. 2, § 11035(e)] must provide PDL for up to 4 months (17.3 weeks) of pregnancy disability leave per pregnancy; PDL applies specifically to pregnancy, childbirth, and related medical conditions; PDL is unpaid leave but the employer must continue group health insurance [§ 12945(c)]; PDL + CFRA baby bonding leave run CONSECUTIVELY under SB 1383: PDL up to 4 months + CFRA baby bonding up to 12 weeks = approximately 7 months total protected leave per pregnancy [compared to FMLA maximum of 12 weeks concurrent]; Gov. Code § 12945(a)(2): the employer must provide reasonable accommodation for the known pregnancy-related disability upon the employee's request; the employer's obligation to respond runs from the date the employer receives the medical certification; Gov. Code § 12945(a)(3): the employer must engage in a timely, good faith interactive process to determine effective reasonable accommodations [Gov. Code § 12940(n) interactive process applies to PDL accommodations]; failure to engage in the interactive process is itself a FEHA violation separate from the underlying PDL denial; § 12965(b) Christiansburg Garment mandatory attorney fees: Christiansburg Garment Co. v. EEOC 434 U.S. 412 (1978) — prevailing plaintiff in FEHA civil action is entitled to mandatory attorney fees; prevailing defendant may receive fees only if plaintiff's action was frivolous, unreasonable, or without foundation; Ketchum/Dague split: California PDL/FEHA § 12965(b) fee petition in California state court [Ketchum v. Moses 24 Cal.4th 1122 (2001) multiplier eligible] vs. concurrent federal FMLA § 2617(a)(3) fee petition in federal district court [City of Burlington v. Dague 505 U.S. 557 (1992) no multiplier]; Hensley task-level segregation required from the DATE OF PREGNANCY DISABILITY MEDICAL CERTIFICATION between California PDL/FEHA § 12965(b) state court hours [Ketchum eligible] and federal FMLA § 2617(a)(3) district court hours [Dague no multiplier]; FMLA § 2617(a)(1)(B) liquidated damages doubling for non-good-faith FMLA violations; PLCM Group Inc. v. Drexler 22 Cal.4th 1084 (2000); Hensley v. Eckerhart 461 U.S. 424 (1983) lodestar from DATE OF WRITTEN PREGNANCY DISABILITY MEDICAL CERTIFICATION; Missouri v. Jenkins 491 U.S. 274 (1989) fees-on-fees) — generate three billing gaps driven by § 12945 PDL accommodation obligation and healthcare provider certification date documentation and interactive process failure analysis advisory calls on the pregnancy disability calendar, the concurrent CRD mandatory administrative exhaustion calendar and EDD State Disability Insurance benefit calendar and DOL/WHD FMLA concurrent enforcement calendar, and the § 12965(b) Christiansburg Garment mandatory attorney fee petition and Ketchum/Dague split Hensley segregation advisory calls: § 12945 PDL accommodation obligation and certification date documentation and interactive process failure analysis advisory calls (7 clients × 2 calls × 42 min × 55% untracked ≈ 5.39 hrs = $1,617–$2,695/year at $300–$500/hr), CRD mandatory exhaustion calendar and EDD SDI benefit calendar and DOL/WHD FMLA concurrent enforcement calendar advisory calls (6 clients × 3 calls × 44 min × 55% ≈ 7.26 hrs = $2,178–$3,630/year), and § 12965(b) Christiansburg Garment mandatory attorney fee petition and Ketchum multiplier factors and Ketchum/Dague split Hensley task-level segregation advisory calls (5 clients × 2 calls × 44 min × 55% ≈ 4.03 hrs = $1,210–$2,017/year). For a solo California pregnancy discrimination and PDL civil enforcement practice, the annual billing gap from advisory call underlogging is $5,005–$8,342.
TL;DR
ClaimHour captures every § 12945 PDL accommodation obligation and certification date documentation and interactive process failure analysis advisory call that starts the § 12965(b) fee documentation period from the DATE OF WRITTEN PREGNANCY DISABILITY MEDICAL CERTIFICATION, every concurrent CRD mandatory exhaustion calendar and EDD SDI benefit calendar and DOL/WHD FMLA concurrent enforcement calendar advisory call on external government calendars entirely outside the attorney's scheduling control, and every § 12965(b) Christiansburg Garment mandatory attorney fee petition and Ketchum/Dague split Hensley segregation advisory call on the post-judgment calendar — passively, no timer, no audio, no call contents. $29–$59/mo. No PMS required.
§ 12945 PDL accommodation obligation and certification date documentation and interactive process failure analysis: calls on the pregnancy disability calendar
The DATE OF WRITTEN PREGNANCY DISABILITY MEDICAL CERTIFICATION — the date the employee's OB-GYN, certified nurse midwife, or licensed healthcare provider issues the written certification of pregnancy-related disability — is the primary Welch temporal anchor for § 12965(b) attorney fee billing documentation. This date is the ONLY primary anchor in the fee-petition-mechanics series in a HEALTHCARE PROVIDER'S PREGNANCY DISABILITY CERTIFICATION DATE. It is the Hensley lodestar start for three reasons: (1) Gov. Code § 12945(a)(2) employer accommodation obligation: the employer's obligation to provide reasonable accommodation (modified duty, transfer to a less strenuous position, leave of absence) arises when the employer receives the written medical certification — the certification date is when the employer's § 12945(a)(2) accommodation obligation triggered; (2) § 12940(n) interactive process obligation: upon receiving the certification, the employer must engage in a timely, good faith interactive process to determine effective reasonable accommodations — failure to engage in the interactive process as of the certification date is an independent FEHA violation; (3) § 12965(b) mandatory fee petition: the Hensley lodestar must cover all advisory hours from the certification date through judgment, including the CRD exhaustion period, the FMLA concurrent period, and all accommodation interaction advisory calls.
Three initial advisory call types generate untracked billing from the certification date: (1) § 12945 PDL accommodation obligation and certification date documentation advisory — arrives when the employee retains PDL/FEHA counsel after the employer's response (or non-response) to the certification (PDL coverage analysis: does the employer have 5 or more employees? Cal. Code Regs. tit. 2, § 11035(e): PDL applies to employers with '5 or more persons'; note — FMLA applies only to employers with 50 or more employees within 75 miles, so a 5–49 employee employer has PDL obligations but no FMLA obligations; PDL leave entitlement: up to 4 months [17.3 weeks = 693 calendar days] per pregnancy; PDL must be taken in connection with the actual period of pregnancy disability — not as a blanket entitlement; certification documentation: medical certification from the employee's healthcare provider must state [a] the healthcare provider's name and credentials; [b] the diagnosis or description of the pregnancy-related disability; [c] the expected duration of the disability; [d] the healthcare provider's recommendation for the employee's work restrictions; employer response timeline: Gov. Code § 12945(a)(2) accommodation obligation arises upon receipt of the certification — the employer must respond 'as soon as practicable' and within a reasonable time; Cal. Code Regs. tit. 2, § 11068(d): the employer must engage in the interactive process 'in a timely manner'; failure to respond to the medical certification within a reasonable time is itself a FEHA § 12940(m) reasonable accommodation violation; 42–48 min per call); (2) § 12940(n) interactive process failure analysis advisory — arrives after the employer's response (Interactive process failure analysis: Gov. Code § 12940(n) requires both the employer and the employee to participate in an 'interactive process' to identify a reasonable accommodation; Cal. Code Regs. tit. 2, § 11069: the interactive process must be a good faith effort to identify accommodations; employer interactive process failures: [a] failure to acknowledge the certification and schedule an interactive process meeting within a reasonable time; [b] refusing to consider the employee's accommodation requests [modified duty, temporary transfer to a less strenuous position, part-time schedule]; [c] summarily denying the accommodation without exploring alternatives; [d] retaliating against the employee for requesting PDL accommodation by terminating, demoting, or cutting hours; Gov. Code § 12945(a)(3): the employer may not require the employee to accept a specific accommodation — the employer must engage in good faith exploration of effective alternatives; CFRA baby bonding coordination: if the employee's PDL leave is ending and the employee intends to take CFRA baby bonding leave, the employee must provide reasonable notice to the employer — the CFRA baby bonding leave request generates a separate CFRA leave request date [§ 12945.2, tier_hhh]; PDL retaliation: if the employer terminates the employee for taking PDL leave or for requesting PDL accommodation, the retaliation claim is a separate FEHA § 12940(h) violation arising from the retaliatory act date — not from the certification date — but the Hensley lodestar covers the entire PDL/retaliation claim from the certification date; 42–48 min per call); (3) PDL vs. CFRA vs. FMLA concurrent leave coordination advisory — arrives when the employee has multiple overlapping leave protections (Concurrent leave coordination: if the employer has 50+ employees, PDL and FMLA may run concurrently [29 C.F.R. § 825.702(d)]; PDL and CFRA are mutually exclusive in the sense that PDL covers the pregnancy disability period and CFRA baby bonding follows — they run consecutively, not concurrently, under California law post-SB 1383; FMLA may run concurrently with PDL [if the employer has 50+ employees] — if PDL and FMLA both apply to the same period of pregnancy disability leave, the employer may designate the leave as FMLA-qualifying; the employee's total protected leave is 4 months PDL [running concurrently with up to 12 weeks FMLA if the employer has 50+ employees] + 12 weeks CFRA baby bonding [running consecutively to PDL, no FMLA concurrent here because FMLA was exhausted during PDL] = approximately 7 months in California vs. 12 weeks maximum under FMLA alone; the concurrent PDL/FMLA/CFRA analysis is a significant advisory call at the certification date; 42–48 min per call). At 55% untracked: 7 clients × 2 calls × 42 min × 55% = 323.4 min / 60 = 5.39 hours = $1,617–$2,695/year at $300–$500/hr.
CRD mandatory exhaustion calendar and EDD SDI benefit calendar and DOL/WHD FMLA concurrent enforcement concurrent calendar: calls on the external government proceedings calendars
A California PDL § 12945 case typically involves three concurrent external proceedings calendars that run entirely outside the plaintiff attorney's scheduling control: the CRD mandatory administrative exhaustion calendar, the EDD State Disability Insurance benefit calendar, and the DOL/WHD FMLA concurrent enforcement calendar. The CRD exhaustion calendar runs on CRD's own staffing and investigation schedule. The EDD SDI benefit calendar runs on EDD's own processing schedule. The DOL/WHD FMLA calendar runs on DOL's own investigation timeline. Each calendar generates advisory calls the plaintiff attorney cannot schedule. Ketchum v. Moses 24 Cal.4th 1122 (2001). PLCM Group Inc. v. Drexler 22 Cal.4th 1084 (2000). Hensley v. Eckerhart 461 U.S. 424 (1983) lodestar from certification date. Missouri v. Jenkins 491 U.S. 274 (1989) fees-on-fees.
Three concurrent external proceedings calendar advisory call types generate untracked billing: (1) CRD mandatory administrative exhaustion calendar advisory — arrives when the employee files the DFEH/CRD complaint (CRD mandatory exhaustion: Gov. Code § 12965(b) — the employee must file a DFEH/CRD administrative complaint and receive a Right to Sue notice before filing a civil action [Gov. Code § 12960(b): complaint must be filed within three years of the unlawful employment practice, running from the date of the PDL violation or retaliatory termination]; CRD intake calendar: CRD assigns the complaint to an intake unit, sends a notice to the employer, receives the employer's position statement, and schedules a fact-finding conference; CRD investigation calendar runs entirely on CRD's own staffing and scheduling — CRD investigations typically take 12–18 months before a Right to Sue notice is issued; CRD Right to Sue: CRD may issue a Right to Sue notice at any time upon the complainant's request [§ 12965(b)(1)] — immediate Right to Sue is available without waiting for the investigation to conclude; the employee attorney may request an immediate Right to Sue to file the civil action promptly; CRD investigation records: employer position statements, CRD investigator notes, fact-finding conference records, and any CRD determination of probable cause are subpoenable in the civil action; CRD investigation calendar runs entirely outside the civil attorney's scheduling control and generates advisory calls about when to request immediate Right to Sue vs. waiting for CRD investigation findings; 44–50 min per call); (2) EDD State Disability Insurance benefit calendar advisory — arrives when the employee files an SDI claim during PDL (EDD SDI benefit calendar: the employee files a disability insurance claim with EDD under Unemp. Ins. Code §§ 2601–2655; EDD processing calendar: EDD processes the SDI application and issues a benefit determination within 2–6 weeks of filing; SDI benefit rate [2026]: 70–90% of the employee's weekly wages [Unemp. Ins. Code § 2655; EDD SDI weekly benefit amount is updated annually]; SDI benefit period: EDD SDI covers the period of the employee's pregnancy disability as certified by the healthcare provider — the SDI benefit period is independently documented by EDD and corroborates the DATE OF MEDICAL CERTIFICATION and the duration of the disability; EDD SDI benefit calendar: EDD issues weekly benefit payments on EDD's own payment processing calendar; EDD SDI records: EDD maintains records of the SDI benefit period, benefit amounts paid, and employer reserve account — all independently document the pregnancy disability period; EDD SDI records are subpoenable in the civil FEHA/PDL action to corroborate the certification date and the duration of the disability; employer coordination: the employer's Voluntary Disability Plan (VDP) may coordinate with EDD SDI; Paid Family Leave (PFL) [Unemp. Ins. Code §§ 3301–3307]: after PDL ends, the employee may take CFRA baby bonding leave using EDD Paid Family Leave benefits at 60–70% of weekly wages — PFL benefit calendar runs on EDD's own payment processing schedule; 44–50 min per call); (3) DOL/WHD FMLA concurrent enforcement calendar advisory — arrives when the employer has 50+ employees (DOL/WHD FMLA enforcement: 29 U.S.C. § 2601 et seq. — FMLA applies to employers with 50 or more employees within 75 miles of the employee's worksite; DOL/WHD FMLA investigation: if the employer denied the employee FMLA leave during the PDL period or retaliated against the employee for taking FMLA leave, the employee may file an FMLA complaint with DOL/WHD; DOL/WHD investigation calendar: WHD receives the FMLA complaint, contacts the employer, reviews payroll and leave records, and issues a determination on WHD's own investigation schedule; WHD investigation calendar runs entirely outside the civil attorney's scheduling control; FMLA § 2617(a)(1) damages: actual damages [lost wages, employment benefits, out-of-pocket expenses] + interest; FMLA § 2617(a)(1)(B) liquidated damages: 'an additional amount as liquidated damages equal to the sum of the amount [of actual damages and interest]' — mandatory doubling if the employer cannot show good faith and reasonable grounds for believing its action was not a violation; FMLA § 2617(a)(3) attorney fees: 'reasonable attorney fees, reasonable expert witness fees, and other costs of the action' — mandatory attorney fees to the prevailing plaintiff in federal FMLA civil action; Ketchum/Dague split: California PDL/FEHA § 12965(b) state court hours [Ketchum multiplier eligible] vs. federal FMLA § 2617(a)(3) district court hours [City of Burlington v. Dague 505 U.S. 557 (1992) no contingency multiplier]; Hensley task-level segregation required from the DATE OF PREGNANCY DISABILITY MEDICAL CERTIFICATION between California PDL/FEHA § 12965(b) state court hours [Ketchum eligible] and federal FMLA § 2617(a)(3) district court hours [Dague no multiplier]; 44–50 min per call). At 55% untracked: 6 clients × 3 calls × 44 min × 55% = 435.6 min / 60 = 7.26 hours = $2,178–$3,630/year at $300–$500/hr.
§ 12965(b) Christiansburg Garment mandatory attorney fee petition advisory: calls on the post-judgment calendar
Gov. Code § 12965(b) provides a mandatory attorney fee award to the prevailing plaintiff in a FEHA civil action, including PDL § 12945 claims: Christiansburg Garment Co. v. EEOC 434 U.S. 412 (1978) — prevailing plaintiffs in employment civil rights actions are entitled to mandatory attorney fees; prevailing defendants may recover only if the plaintiff's action was frivolous, unreasonable, or without foundation. The § 12965(b) fee petition requires a Hensley lodestar from the DATE OF PREGNANCY DISABILITY MEDICAL CERTIFICATION through all phases, including the CRD exhaustion period. The Ketchum/Dague split requires Hensley task-level segregation between California PDL/FEHA § 12965(b) state court hours [Ketchum multiplier eligible] and federal FMLA § 2617(a)(3) district court hours [Dague no multiplier]. Ketchum v. Moses 24 Cal.4th 1122 (2001). City of Burlington v. Dague 505 U.S. 557 (1992). PLCM Group Inc. v. Drexler 22 Cal.4th 1084 (2000). Hensley v. Eckerhart 461 U.S. 424 (1983). Missouri v. Jenkins 491 U.S. 274 (1989) fees-on-fees.
Two § 12965(b) post-judgment advisory call types generate untracked billing: (1) § 12965(b) damages and Christiansburg Garment fee petition component assembly advisory — arrives at judgment (§ 12945/FEHA damages: [a] lost wages and benefits from the date of the unlawful PDL denial or retaliatory termination; [b] front pay in lieu of reinstatement; [c] emotional distress damages under § 12940(j); [d] punitive damages under Civ. Code § 3294 if the employer's PDL denial was oppressive, fraudulent, or malicious [officer, director, or managing agent liability]; § 12965(b) Christiansburg Garment fee petition components: [a] PDL accommodation obligation and certification date documentation advisory hours; [b] § 12940(n) interactive process failure analysis hours; [c] concurrent PDL/CFRA/FMLA coordination advisory hours; [d] CRD administrative exhaustion monitoring hours — including the period from the CRD complaint filing to the Right to Sue notice, which may be 12–18 months; [e] EDD SDI benefit calendar monitoring hours; [f] DOL/WHD FMLA investigation monitoring hours [if employer has 50+ employees]; [g] FMLA § 2617(a)(1)(B) liquidated damages analysis hours; [h] § 12940(h) PDL retaliation claim hours [if employer terminated after PDL leave]; Hensley segregation: which hours relate to the California PDL/FEHA § 12965(b) state claim [Ketchum eligible] and which hours relate to the federal FMLA § 2617(a)(3) claim [Dague no multiplier]; the CRD exhaustion period hours are California state claim hours; 44–50 min per call); (2) Ketchum multiplier analysis and Ketchum/Dague split Hensley segregation advisory — arrives at fee petition filing (Ketchum five-factor multiplier for California PDL/FEHA § 12965(b) fee petition in California state court: [a] DATE OF PREGNANCY DISABILITY MEDICAL CERTIFICATION generated accommodation obligation that was unknown in scope at engagement inception — the employer's response calendar [accommodate, engage in interactive process, or deny and face FEHA liability] was unknown at engagement inception; [b] CRD mandatory exhaustion created a mandatory waiting period [12–18 months] before civil suit could be filed — engagement uncertainty over the length of the CRD process; [c] concurrent EDD SDI benefit calendar created coordination uncertainty — whether the employer would use the SDI period as justification for termination without cause; [d] DOL/WHD FMLA concurrent proceedings [if 50+ employee employer] created federal-court concurrent action uncertainty at engagement inception; [e] § 12940(h) PDL retaliation claim required establishing the causal connection between the PDL leave and the termination — uncertain at engagement inception; Ketchum/Dague split Hensley task-level segregation from the DATE OF PREGNANCY DISABILITY MEDICAL CERTIFICATION: California PDL/FEHA § 12965(b) Superior Court hours [Ketchum multiplier eligible] vs. federal FMLA § 2617(a)(3) district court hours [City of Burlington v. Dague 505 U.S. 557 (1992) no multiplier]; PDL/CFRA consecutive leave fee allocation: where PDL and CFRA baby bonding leaves are consecutive, the FEHA/PDL claims cover the PDL period and the CFRA/FEHA claims cover the baby bonding period — Hensley segregation between the two claims may be required if the employer challenged both leaves separately; PLCM Group 22 Cal.4th 1084 (2000) prevailing market rate; Missouri v. Jenkins 491 U.S. 274 (1989) fees-on-fees; 44–50 min per call). At 55% untracked: 5 clients × 2 calls × 44 min × 55% = 242 min / 60 = 4.03 hours = $1,210–$2,017/year at $300–$500/hr.
How ClaimHour fits California PDL § 12945/§ 12965(b) practice
California Pregnancy Disability Leave § 12945/§ 12965(b) solos billing hourly on mandatory attorney fees — with § 12945 PDL accommodation obligation and healthcare provider certification date documentation and § 12940(n) interactive process failure analysis advisory calls arriving when pregnant employees retain PDL/FEHA counsel (DATE OF WRITTEN PREGNANCY DISABILITY MEDICAL CERTIFICATION = primary Welch anchor; the ONLY primary anchor in the fee-petition-mechanics series in a HEALTHCARE PROVIDER'S PREGNANCY DISABILITY CERTIFICATION DATE — issued by the employee's OB-GYN or midwife on the provider's own clinical scheduling calendar; not a date selected by the employee, the employer, or the attorney; PDL covers employers with 5+ employees [compared to FMLA's 50+ employee threshold]; PDL up to 4 months per pregnancy running consecutively to CFRA baby bonding under SB 1383 for up to approximately 7 months total protected leave; § 12965(b) Christiansburg Garment mandatory attorney fees to the prevailing plaintiff — prevailing defendant fees only if action was frivolous), CRD mandatory exhaustion calendar advisory calls on CRD's own investigation and Right to Sue notice schedule entirely outside the civil attorney's scheduling control, EDD State Disability Insurance benefit calendar advisory calls on EDD's own claim processing schedule entirely outside the civil attorney's scheduling control, DOL/WHD FMLA concurrent enforcement calendar advisory calls on DOL's own investigation schedule entirely outside the civil attorney's scheduling control [when employer has 50+ employees], and § 12965(b) Christiansburg Garment mandatory attorney fee petition and Ketchum multiplier factors and Ketchum/Dague split Hensley task-level segregation [California PDL/FEHA § 12965(b) Superior Court hours Ketchum multiplier eligible vs. federal FMLA § 2617(a)(3) district court hours City of Burlington v. Dague no multiplier] advisory calls arriving at civil judgment — and if your § 12965(b) lodestar documentation must satisfy the Hensley contemporaneous-record standard from the DATE OF WRITTEN PREGNANCY DISABILITY MEDICAL CERTIFICATION through the CRD exhaustion period, EDD SDI coordination, DOL/WHD FMLA monitoring, and all PDL/CFRA/FMLA concurrent leave coordination advisory phases, through the § 12965(b) mandatory attorney fee petition, ClaimHour was built for that gap.