Employment discrimination occurs when an employee or job applicant is treated unfavorably because of his or her race, skin color, national origin, gender, disability, religion, or age. It is illegal to discriminate in any facet of employment, so workplace discrimination extends beyond hiring and ...
Race discrimination occurs when an employer treats an applicant or employee unfairly on the basis of their race or characteristics associated with race such as hairstyle, skin color or facial characteristics. The Civil Rights Act of 1964, Title VII and the California Fair Employment and Housing A...
Certain behaviors, such as promised promotions, awards, training or other job benefits upon acceptance of unwelcome actions of a sexual nature, are always wrong. Behaviors such as those are examples of sexual harassment which is against the law. California and Federal law generally defines sexual...
Religious discrimination occurs when an employer treats an applicant or employee unfairly on the basis of their religious beliefs or practices. The Civil Rights Act of 1964, Title VII and the California Fair Employment and Housing Act (FEHA) prohibit religious discrimination in the workplace. Th...
Interview Questions That Are Illegal The Civil Rights Act of 1964, Title VII and the California Fair Employment and Housing Act (FEHA) prohibit employers from asking certain questions while vetting job applicants. These laws are in place, in part, to protect you against sexual discrimination duri...
Pregnancy discrimination occurs when an employee or female applicant is treated unfairly due to pregnancy, giving birth, or a medical condition due to pregnancy or childbirth. Every year, thousands of women file pregnancy discrimination charges. To help you, we will provide the basic facts that...
When you are a victim of sexual harassment you may feel overwhelmed and unsure of what to do. It is wise to consult an attorney immediately for advice and guidance. California and Federal law protects you; however you must file a complaint within one year of the harassing behavior. How Long Do I...
It is your employer's responsibility to take practical steps to prevent sexual harassment. Whether sexual harassment has already occurred, or an employer does not follow prevention laws, they can be held accountable for their violations. When Sexual Harassment Occurs When harassment does occur, t...
Sexual discrimination occurs when an employer shows bias or distinction towards an applicant or employee on the basis of their gender. Although the majority of sexual discrimination cases are directed towards women, both men and women are protected under The Civil Rights Act of 1964, Title VII a...
Certain behaviors, such as conditioning promotions, awards, training or other job benefits upon acceptance of unwelcome actions of a sexual nature, are always wrong. That's sexual harassment and it is against the law. If you think you may be a victim of sexual harassment then it is important to u...
Salary inequality accounts for a large amount of sexual discrimination complaints. Employee's rights are protected against sexual discrimination in compensation under two laws: the Equal Pay Act of 1963 and Title VII of the Civil Rights Act of 1964. Under the Equal Pay Act (EPA), employers are r...
The Americans with Disabilities Act (ADA) of 1990 is a federal law that prohibits employers from discriminating against employees or job applicants with disabilities in all aspects of employment including but not limited to hiring, firing, promotion, salaries and training opportunities. In additi...
What Is Sexual Orientation Discrimination? Sexual orientation discrimination occurs when an employer discriminates against an individual because they are perceived or actually gay, lesbian, bi-sexual, and/or transgender. Heterosexuals can also experience sexual orientation discrimination. Discr...
Always remember that federal and state laws are in place to protect you from sexual discrimination at work. If you believe you have been a victim of sexual discrimination, it's important to know what to do. Here Are The Five Steps You Need To Take: Document the situation. Make notes on y...
G4S Secure Solutions (USA) Inc Reaches Agreement to Settle California Employee Meal and Rest Break Class Action After an extremely long-running class action, G4S Secure Solutions (USA) Inc, (previously The Wackenhut Corporation), reached agreement for full and final settlement of a class action ...
On November 13, 2018 a California federal judge denied Walmart's bid to decertify a class of at least 50,000 workers who claim the big-box retailer underpaid them for missed lunch breaks. This decision comes after a federal judge just a couple of months ago granted partial class-action status in ...
California has enacted a number of powerful laws that allows for the enforcement of the state's wage and hour laws. Unfortunately, in this state, there are a number of workers whose hands are tied when it comes to filing class-action lawsuits against their employers because the company they work ...
On May 11, 2018, the Ninth Circuit Court of Appeals ruled that the plaintiff, not the employer, maintains the burden of proving the availability of a reasonable accommodation, even if the employer did not take advantage of the interactive process under the Americans with Disabilities Act (ADA). [...
Disability Discrimination, Retaliation And Sexual Harassment Protecting employees from workplace discrimination and retaliation continue to be a primary focus for both California courts and the legislature. The following case recaps provide a glimpse into some of the decisions regarding discrimi...
Background On California Minimum Wage Rates – Increases On April 4, 2016, California Governor Jerry Brown signed a new minimum wage bill. The bill raised the state's minimum wage for employers with more than 25 employees to $10 per hour effective July 1, 2016 and $10.50 per hour effective Janua...
Salary History Ban – California Law On October 12, 2017, Governor Jerry Brown signed AB 168 into law, effectively banning employers from asking job applicants about salary history. As we covered in previous posts, the language found in AB 168 has failed to get full endorsement twice before—first ...
Earlier this month, a California court judge issued a tentative decision denying certification of eight subclasses of amusement park workers in Case No. BC505344, Villegas v. Six Flags Entertainment Corp. Los Angeles Superior Court Judge Ann I. Jones did however suggest she would consider certif...
On August 8, 2017, the U.S. Equal Employment Opportunity Commission (EEOC) issued a press release announcing the settlement of a lawsuit against United Parcel Service, Inc. (UPS). The suit alleged disability discrimination claims under the Americans with Disabilities Act (ADA) and was settled for...
California is one of several states that require employers to compensate its employees with “reporting time pay.” The applicable Wage Order in California, requires “that on each workday that an employee reports for work, as scheduled, but is not put to work or is furnished less than half of the e...
McDonald's To Pay 2% Of Claim Sought In Overtime PAGA Case McDonald's recently claimed victory in a Los Angeles Superior Court when the judge ordered the company to pay 2% of the $41 million amount workers were seeking in back pay and penalties. The case, Sanchez et al. v. McDonald's Restaurants ...
You do not have to go through this alone. Contact our Los Angeles Employment law firm for a free case evaluation. We represent our clients on a contingency fee basis, which means that you do not pay any fees unless you win or recover compensation, and you will never have to pay out-of-pocket. California-only. We are unable to help those outside of California. Call (818) 990-8300
