San Francisco Employment Lawyer Blog

It has been predicted that employment law class action claims will continue to rise and employment law cases filed under the Age Discrimination in Employment Act, the Employee Retirement Income Securities Act (ERISA), and the Fair Labor Standards Act are expected to continue to increase this year. The report also noted that the size of the top 10 largest ERISA settlements has risen from $1.8 billion (2007) to $17.7 billion in 2008.

If you have an employment law claim, now is the time to act! Discrimination based on age (over 40), gender, race, sexual orientation, religion, etc. is illegal. If you believe that you have an employment claim, don’t hesitate to find out more.

Call Greenberg & Rudman LLP at 1-800-ALAWPRO or 1-800-252-9776 for a free consultation. You can also visit us at www.discriminationattorney.com to learn more. Our team of attorneys is highly skilled in the area of employment law. We will help you!

The recent economic recession is expected to cause juries to find in favor or employees in employment cases according to a poll taken by lawyers on both sides of employment conflicts. The economic downturn is likely to lead juries to mistrust corporations, and favor workers. Juries are likely to hold management and employers to higher standards, and it is expected that juries will apply this bias to verdicts on damages as well.

If you are a victim of discrimination or harassment, or if you believe you have another claim against your employer, don’t wait to bring your case to court. Contact Greenberg & Rudman LLP at 1-800-ALAWPRO or 1-800-252-9776 for a free consultation. You can also visit us at www.discriminationattorney.com to learn more. We are a team of experienced employment attorneys and we will help you fight for your rights!

Narcolepsy is a brain condition that causes extreme drowsiness. Sufferers of this disorder often have disturbed sleep patterns, insomnia, and REM (rapid eye movement) problems. Sleepiness may be treated with certain types of drugs, however, there is no permanent cure for this condition.

If you meet the following conditions, you may have a suit against your employer based on your narcolepsy diagnosis. First, your narcolepsy must result in physical limitations. Second, you must still be able to do the essential requirements of your job. Third, you must be able to show that your employer discriminated against you based on your narcolepsy. Acts of discrimination include, but are not limited to, your employer not allowing you to miss work for medical appointments, your boss not providing reasonable at-work accommodations for you condition, and your employer not accommodating your need to take occasional naps.

If you believe that your employer has discriminated against you based on your narcolepsy, contact discrimination lawyers, Greenberg & Rudman, LLP at 1-800-ALAWPRO or 1-800-252-9776 for a free consultation. You can also visit us at www.discriminationattorney.com to learn more. We are here to help!

Most California employees are employed “at will.” This means that their employer may fire them for any reason at any time. Although California is an “at will” state, there are two exceptions to the “at-will” doctrine. A CA employee can sue for a breach of an employment contract or a termination of work based on discrimination.

Firing Based on Discrimination
Employers may not fire employees based on their race, gender, medical disability, religion, national origin, sexual orientation, etc. Bosses may not fire employees because they have reported an illegal behavior in their workplace. If your employer has fired you for one of the above reasons, you have been discriminated against. Your firing may be illegal.

Firing based on Contract
Your firing may have also been illegal if you had an employment contract with your employer. In this case, your employer likely cannot legally fire you without just cause. If you do not have a written contract you may also have an implied contract.

If you believe you have been wrongfully fired based on discrimination or a breach of an implied or written contract, contact Greenberg & Rudman, LLP at If you have an implied contract that has been breached by your boss, contact Greenberg & Rudman, LLP at 1-800-ALAWPRO or 1-800-252-9776 for a free consultation. You can also visit us at www.discriminationattorney.com to learn more. We are here to help you!

Fairfield, CA is located in Solano County. It is home to both the Travis Air Force Base and the Jelly Belly Factory. Fairfield is very ethnically diverse. This city has a large African American and Asian populations.

Cities with many different types of people may face conflict in the workplace over these differences. If you are a Fairfield resident, you should know that your employer may not discriminate against you based on your religion, race, ethnicity, national origin, sexual orientation, age, or gender. If your boss has discriminated against you, or has harassed you on the basis of one of these characteristics, you may have an employment claim.

Call Greenberg & Rudman, LLP at 1-800-ALAWPRO or 1-800-252-9776 for a free consultation. You can also visit us at www.discriminationattorney.com to learn more. We are a team of skilled attorneys that will help you fight for your right to a non-hostile work environment.

An implied employment contract cannot be breached by an employer. An implied contract may be created in several ways. The more of the following factors are present, the stronger you case is for an implied contract.

• Length of Service – The longer you have been working for an employer the more likely you are to have an implied contract. If you have just started a job, you most likely do not have an implied contract.
• Progressive Discipline Policy – these are policies that employers often have that set up a disciplinary structure for when employees make mistakes. Under these policies an employee will not be fired for a minor mistake; they will be given a series of warnings before they are fired.
• Employee Benefit Program – Programs such as 401K’s and retirement programs may create implied employment contracts. These programs imply that an employee will be around long enough to receive the benefits.

If you have an implied contract that has been breached by your boss, contact Greenberg & Rudman LLP at 1-800-ALAWPRO or 1-800-252-9776 for a free consultation. You can also visit us at www.discriminationattorney.com to learn more.

Obsessive Compulsive Disorder is a mental disability. OCD often manifests itself as obsessions or rituals that dominate the life of the individual diagnosed with OCD. Individuals with OCD do not have control over the desire to act on obsessions constantly in their mind. These obsessions often cause anxiety to the individual. Over 2 million Americans are affected by OCD.

If you have OCD, and feel that you have been discriminated against at work based on your OCD, you may have an employment claim. In order to bring a suit, you must have met three criteria: (1) your OCD results in physical limitations, (2) you can still perform the basic tasks of your job, and (3) your employer has discriminated against you based on your OCD.

Examples of discrimination based on your OCD may include: your employer not allowing you to miss work for medical appointments, not allowing you additional time to complete your assignments, your employer harassing you over your compulsions.

If you have been a victim of discrimination based on your OCD, contact Greenberg & Rudman, LLP at 1-800-ALAWPRO or 1-800-252-9776 for a free consultation. You can also visit us at www.discriminationattorney.com to learn more. We will fight for you!

Vallejo, CA is the largest city in Solano County. This city is home to the Six Flags Discovery Kingdom theme park. Vallejo has a large population of both African Americans and Asian Americans. With a diverse residency, the workplace may be source of conflict.

Vallejo residents should know that workplace discrimination on the basis of your religion, race, ethnicity, national origin, sexual orientation, age, or gender is illegal. If you are a Vallejo resident, and you have been a victim of discrimination or harassment at work, you should not stand for it!

Greenberg & Rudman, LLP is an experienced employment law firm that works to resolve workplace discrimination and harassments suits. Call us at 1-800-ALAWPRO or 1-800-252-9776 for a free consultation. You can also visit us at www.discriminationattorney.com to learn more.

Former deputy for San Benito County sued the sheriff’s office and the county for sexual harassment. She was fired November 2008 and filed suit in December. The former employee alleged that between December and February 2007, she faced several instanced of sexual harassment.

These incidents included inappropriate conversations and male officers changing clothes in front of her. The former employee also alleged she was sent sexually harassing text messages that included images of male genitalia and crude language about sex.

Sexual harassment is illegal. If you are being harassed at work, you should not state idle. Call Greenberg & Rudman, LLP at 1-800-ALAWPRO or 1-800-252-9776) for a free consultation. You can also visit us at www.discriminationattorney.com to learn more. We will help protect your rights!

A recent court decision upheld a lower court’s jury verdict in a religious discrimination suit against AT&T. The court found that AT&T illegally discriminated against two former customer service employees. The employees were fired after attending a Jehovah’s Witness convention. The two former employees were awarded $756,000.

Religious discrimination is illegal under both California and federal law. Your employer may not discriminate in any of the “terms and conditions of employment.” This may involve hiring, firing, salary, title, hours, vacation time, etc.

If you believe you have been a victim of religious discrimination, call Greenberg & Rudman, LLP at 1-800-ALAWPRO or 1-800-252-9776) for a free consultation. You can also visit us at www.discriminationattorney.com to learn more. We are here to help you protect your rights in the workplace!

The “Glass Ceiling” is a problem that is found in many corporations and businesses. The “Glass Ceiling” is a type of discrimination that prevents women and people from protected classes from rising into the high ranks of corporate officials. Individuals within a company may bring a suit against the company based on “glass ceiling” discrimination. This evidence of discrimination in these types of cases is often in the form of statistics. For example, if no person who is a specific race is promoted above the position of supervisor, then the all people of that race are being discriminated against. Therefore, “glass ceiling” cases are often class actions.

If you believe that you are a member of a protected class in the Bay Area, and you have been discriminated against through your employer’s “glass ceiling” call Greenberg & Rudman, LLP at 1-800-ALAWPRO or 1-800-252-9776) for a free consultation. You can also visit us at www.discriminationattorney.com to learn more. We are a team of experienced employment attorneys who are here to help you.

If you are a Bay Area resident, you should know that sexual orientation discrimination is illegal. More surprisingly, it is also illegal for your employer to discriminate against you based on your perceived sexual orientation. Under California law, therefore, it is illegal for your employer to discriminate against you because you are gay. Also, if you are fired (or face other discrimination at work) because your employer believes you are gay, this is also illegal.

If you have been discriminated against because of your sexual orientation, or perceived sexual orientation, you should know that you are not alone. It is important to act quickly to protect your rights. Under the law, you must report the claim of discrimination to the California Labor Commission no more than 30 days after the discriminatory incident. This must be done if you wish to bring a court action against your employer.

If you believe you have been discriminated against because of your sexual orientation, or your perceived sexual orientation, call Greenberg & Rudman, LLP at 1-800-ALAWPRO or 1-800-252-9776) for a free consultation. You can also visit us at www.discriminationattorney.com to learn more.

The worker’s compensation program is a type of insurance program for California employers. Under this program, if an employee is injured on the job the employer’s workers compensation program covers the expenses. All employee injuries, whether accidental or not, are covered under this system. Also, under the California worker’s compensation program employees may not sue their employers for negligence.

If you have been injured at work and need legal help, or if you believe your employer has not provided you with the proper recovery under the worker’s compensation program, contact the skilled attorneys at Greenberg & Rudman LLP at 1-800-ALAWPRO or 1-800-252-9776) for a free consultation. You can also visit us at www.discriminationattorney.com to learn more.

Often times in the high tech industry employees are asked to sign non-competition agreements. This typically arises out of situations where the employee has access to sensitive proprietary information such as trade secrets or copyrighted or patented work.

The employer’s purpose in having an employee sign a non-competition agreement is to prevent the employee from leaving their company for a competitor, and taking clients, and proprietary information with them. While this is understandable, not all non-competition agreements are enforceable.

The California Business and Professions Code § 16600 protects employees from overly broad competition agreements. This code states that any agreement that restricts an individual from working is unenforceable by law. Courts will continue to protect employers from unfair competition, but they will not enforce overly restrictive non-competition agreements that burden an employee’s right to work.

If you believe that your employer has burdened your right to work by having you sign a non-competition agreement, call Greenberg & Rudman, LLP at 1-800-ALAWPRO or 1-800-252-9776) for a free consultation. You can also visit us at www.discriminationattorney.com to learn more. We are a team of skilled attorneys that are here to help you.

If you have been discriminated against at work, you do not necessarily have a right to bring a suit against your employer. In order to sue for employment discrimination your employer must have discriminated against you on because you belong to a “protected category.”

Some protected categories include: gender, race, age (over 40), national origin, etc. In order for you to have a claim, you must have been discriminated against based on a protected category. Protected categories often are listed in law or statutes. It is not illegal for your employer to refuse to hire you because you are too young, because he/she wished to hire a family member, or because of your weight (if it is not a medical disability).

If you believe that your employer has discriminated against you based on your membership in a “protected class” contact Greenberg & Rudman, LLP at 1-800-ALAWPRO or 1-800-252-9776) for a free consultation. You can also visit us at www.discriminationattorney.com to learn more.

A migraine is a type of disease that causes severe and debilitating headaches. These headaches often occur on one or both sides of the head and are often linked with sensitivity to light and sound. Pharmaceuticals do exist to treat migraines, but these drugs are not completely effective and migraine sufferers often still experience some headaches.

In order to bring an employment claim against your employer for discriminating against you based on your migraines, you must be able to show that:

• Your migraines results in physical limitations


• That you can still perform the essential tasks of your position


• And, that your employer has discriminated against you based on your migraines.

Examples of actions that your boss may take to discriminate against you include: your employer not allowing you to miss work for doctors appointments, your employer to allowing you to take reasonable time off of work, your employer not providing reasonable at-work accommodations for your migraines, and your employer not allowing you to occasional refrain from work when you have an intense migraine headache.

If you believe that you have been discriminated against at work based on your migraines, contact Greenberg & Rudman, LLP at 1-800-ALAWPRO or 1-800-252-9776) for a free consultation. You can also visit us at www.discriminationattorney.com to learn more. We are a team of skilled attorneys that can help you.

Concord, CA is the most populated city within Contra Costa County in Northern California. Concord’s residents come from many different types of backgrounds. 28 percent identify as Asian and 17 percent as other (non-white) races.

Diverse populations may lead to conflicts in the workplace. If you are a Concord resident, you should know that discrimination against you based on your religion, race, ethnicity, national origin, sexual orientation, age, or gender is illegal.

If you believe that you have been a victim of discrimination, or have had other rights in the workplace violated, please contact Greenberg & Rudman, LPP at 1-800-ALAWPRO or 1-800-252-9776) for a free consultation. You can also visit us at www.discriminationattorney.com to learn more. We are here for you!

According to the Equal Employment Opportunity Commission (EEOC), the number of disabled employees across the country has been declining over the years. In 1997, there were 28,671 disabled employees nationwide. In 2006, this number dropped to 24,442. The number of disabled workers in 2006 represented only 0.94 percent of the total individuals employed.

If you have a medical disability, you should know that workplace discrimination based on your disability is illegal. In order to bring a medical disability claim you should be able to show that your condition constitutes a medical disability. You must be able to show that your disability results in physical limitations, that you can still perform the essential aspects of your position at work, and that your employer has discriminated against you based on your disability.

If you believe that you are a victim of medical discrimination, call Greenberg & Rudman, LLP at 1-800-ALAWPRO or 1-800-252-9776) for a free consultation. You can also visit us at www.discriminationattorney.com to learn more. We will fight for your rights!

Majid Borumand, a former quantitative analyst for Merrill Lynch alleged he was refused promotions and was terminated because of his Iranian national origin and his Muslim religion. After his termination, Merrill Lynch promoted a less qualified individual. The Equal Employment Opportunity Commission (EEOC) brought the suit on Borumand’s behalf. Merrill Lynch agreed to pay $1,550,000 to settle the suit. The case was brought under Title VI of the Civil Rights Act.

If you believe that your employer has discriminated against you based on your national origin or your religion, you may have an employment claim. Call Greenberg & Rudman, LLP at 1-800-ALAWPRO or 1-800-252-9776) for a free consultation. You can also visit us at www.discriminationattorney.com to learn more.

Title VII of the Civil Rights Act of 1964 protects individuals from being discriminated against based on their national origin. An employer may not use place of birth, culture, linguistic patterns, or ancestry common to a specific ethnic group as a basis for discrimination in the workplace. It may also be illegal for an employer to require employees to only speak English unless the requirement is necessary for conducting business.

The Immigration Reform and Control Act of 1986 makes its an employer’s duty to assure that their employees are legally authorized to work in the United States. However, it is important to note that if an employer only requires employment verification from employees of a particular national origin, this behavior may be against the law.

If you believe that your employer has discriminated against you based on your national origin, race, or ethnicity, please contact Greenberg & Rudman, LLP at 1-800-ALAWPRO or 1-800-252-9776) for a free consultation. You can also visit us at www.discriminationattorney.com to learn more. We are a team of skilled discrimination attorneys that will fight for you!

The Equal Pay Act of 1963 protects individuals from discrimination at work based on sex. Under this law, men and women who perform essentially the same work for the same employer must be paid similarly. For example, under this act, a woman and a man working in similar positions at a company should be paid similar salaries. It would be illegal for the employer to pay the man more simply because he is male. However, under this act differences in pay may be made according to seniority, merit, etc.

If you believe that your employer is paying you differently from someone of the opposite sex, or that you have been a victim of other gender discrimination, contact Greenberg & Rudman, LLP at 1-800-ALAWPRO or 1-800-252-9776) for a free consultation. You can also visit us at www.discriminationattorney.com to learn more.

A recent court case, Young v. Exxon Mobil, Corp, was brought by Young who charged a former Exxon employee with claims of harassment due to her mental disability. After Young informed her manager of her condition, coworkers began harassing her. They told customers and vendors that they worked with a “psycho-retard,” and obstructed her from moving around in the station’s work area. Young reported the behavior to her manager and asked for the manager to instruct co-workers to stop this behavior. The manager responded by telling her that “this type of stuff just happens.”

If you have been suffering discrimination or harassment based on your mental disability, you should know that your rights have been violated. Contact Greenberg & Rudman, LLP at 1-800-ALAWPRO or 1-800-252-9776) for a free consultation. You can also visit us at www.discriminationattorney.com to learn more. We can help determine if you have an employment claim. We are here to help you protect yourself.

In a recent CA decision, DeJung v. Superior Court, the court found that an individual is protected from age discrimination by a government agency acting as an employer even though government agencies are granted immunity in the Tort Claims Act.

In this case, a 69 year old plaintiff and part-time Superior Court Commissioner was told upon rejection for a full-time position, that “they want somebody younger…” The plaintiff then brought an age discrimination suit.

Age discrimination is illegal. In order to sue for age discrimination, you must be over 40 years of age and have been discriminated against based on your age. If you believe that you are a victim of age discrimination contact Greenberg & Rudman, LLP at 1-800-ALAWPRO or 1-800-252-9776) for a free consultation. You can also visit us at www.discriminationattorney.com to learn more. We are here to help!

Sexual harassment at work is illegal. If you have been sexually harassed at work, you should know that you can do something about it. Sexual harassment has two forms: “quid-pro-quo” and “hostile work environment.” Often times, both types of harassment are present.

“Quid-pro-quo” is a Latin term that means “this for that.” In other words, in this form of sexual harassment, your employer may ask you for a sexual favor in order for you to receive a job benefit or to protect your job. For example if your employer asks for a sexual favor in order for you to be given a promotion or to prevent you from being fired, this is “quid-pro-quo” harassment. This behavior is illegal.

“Hostile work environment” harassment is when your employer, manager, superior, or co-worker acts or says something at work that makes you feel uncomfortable because of your sex. This type of sexual harassment is also against the law.

If you believe that you have been a victim of either type of sexual harassment, call Greenberg & Rudman, LLP at 1-800-ALAWPRO or 1-800-252-9776) for a free consultation. You can also visit us at www.discriminationattorney.com to learn more. We can help you stand up for your rights at work.

Even if you have a written employment contract, you most likely can be fired for “good cause.” The employment contract itself will often define what is considered to be “good cause.” However, if you have been fired, and believe that there is no “good cause” to break your employment contract, you may have an employment claim.

In order to bring a claim, you should be able to show that your employment contract was broken, you should be able to show that (1) The contract said you would not be terminated without good cause for a specified period of time, (2) There was no “good cause” reason for you to be fired, and (3) You were fired during that specified time.

If you believed that you have an employment contract, that that your employer has broken this contract by wrongfully terminating your employment, call Greenberg & Rudman, LLP at 1-800-ALAWPRO or 1-800-252-9776) for a free consultation. You can also visit us at www.discriminationattorney.com to learn more. We are a team of experienced employment attorneys and we can help guide you through this process.

If you are a California employee and you have been diagnosed with Parkinson’s disease, your case may constitute a medical disability. affects a person’s central nervous system. This condition causes muscle rigidity, tremors, and slowing of body movement. Parkinson’s often affects an individual’s motor and Parkinson’s disease verbal skills.

If you have Parkinson’s your diagnosis may constitute a medical disability if several conditions are met. For your case to be considered a medical disability, and for you to be able to bring a suit of discrimination, you must be able to show that your disease results in physical limitations, that you can still perform the essential aspects of your position at work, and that your employer has discriminated against you based on your Parkinson’s disease.

If you believe that your case of Parkinson’s is a medical disability, and that you have been discriminated against, contact Greenberg & Rudman, LLP at 1-800-ALAWPRO or 1-800-252-9776) for a free consultation. You can also visit us at www.discriminationattorney.com to learn more. We are here to help you!

Daly City, CA is home to just over 100,000 people. This town is known as the “gateway” to the peninsula. Even with a small population, Daly City is home to people of various backgrounds. Over 50 percent of its population is Asian.

As with people from any ethnic backgrounds, residents may face conflicts in the workplace. Daly City residents should be aware that discrimination at work based on your religion, race, ethnicity, national origin, sexual orientation, age, or gender is illegal.

If you are a Daly City resident, and you believe that you have been discriminated against at your job based on your religion, race, ethnicity, national origin, sexual orientation, age, or gender, contact Greenberg & Rudman, LLP. We are a team of skilled employment lawyers that can help you. Call us at 1-800-ALAWPRO or 1-800-252-9776) for a free consultation. You can also visit us at www.discriminationattorney.com to learn more.

In most circumstances, if an employee is hurt while working in CA, the worker may recover under “Worker’s Compensation.” Workers’ Compensation is basically an insurance program, and all employers are required to have some type of workers’ compensation. This system also provides that an employee may not sue employers for negligence at work.

In order for an employee to recover, it is not necessary for the injury to have been accidental. If the injury occurred while the worker was on the job, the employer’s workers’ compensation policy must cover it. Workers’ Compensation programs also typically have limitations. For instance, recovery under this system is often capped so that employees cannot recover over a set monetary amount.

If you have been injured on the job, and need help navigating the complex Workers’ Compensation system, contact Greenberg & Rudman, LLP at (1-800-ALAWPRO or 1-800-252-9776) for a free consultation. You can also visit us at www.discriminationattorney.com to learn more. We are a team of experienced employment attorneys, and we are here to help!

It is illegal under both federal and state law to discriminate against a person based on their religious beliefs or practices. An employer may not discriminated against someone based on their religious in regards to “terms and conditions” of employment. “Terms and conditions” of employment can include many different characteristics of a person’s job. For example, interviewing, salary, position, title, etc. are terms and conditions of employment.

Employer’s Obligations to Accommodate Religious Beliefs
Under federal law, an employer is obligated to make reasonable accommodations for a person’s religious beliefs and/or practices in the workplace. The employer is not obligated to do this if it would cause him/her an “undue hardship.” An “undue hardship” is often found to exist if the employer would face an economic hardship due to the accommodation, or if the accommodation is unfair to another employee with the same religious beliefs.

If you believe you are a victim of religious discrimination, contact Greenberg & Rudman, LLP. Call us at (1-800-ALAWPRO or 1-800-252-9776) for a free consultation. You can also visit us at www.discriminationattorney.com to learn more. We are here to help you.

There are two types of discrimination that may occur at work. In order to prove discrimination at work, an individual must understand the differences between the two types of employment discrimination. The two types include: disparate treatment and disparate impact.

Disparate Treatment:
Disparate Treatment is a type of discrimination that relativity east to understand and observe. It is discrimination by treating an individual differently than others because of their protected class (such as sex, race, age, etc).

Disparate Impact:
Disparate Impact discrimination is more subtle and more difficult to prove. This discrimination occurs when a company procedure or policy excludes certain types of people from a job or promotion. The policy was not created in order to exclude certain individuals, but has had that negative result.

If you have faced either disparate treatment discrimination or disparate impact discrimination at work, contact Greenberg & Rudman, LLP to find out if you may have an employment claim. Call us at (1-800-ALAWPRO or 1-800-252-9776) for a free consultation. You can also visit us at www.discriminationattorney.com to learn more. We are a group of skilled discrimination lawyers that can help protect your rights at work.

Courts have held that harassment in the workplace is not limited to sexual harassment. In fact, if you have been harassed in the workplace on the basis of your race, ethnicity, or national origin, you may have the right to sue.

In order for a comment or action to be considered “harassment,” the action must be offensive. This offensive behavior typically leads to the creation of an uncomfortable environment known as a “hostile workplace” environment.

In order for an individual to have a harassment claim, the harassment must be “severe” and “pervasive.” A one-time, passing comment is likely not to be considered “severe” or “pervasive.” However, regular use of racial slurs may be.

Another aspect of a harassment claim is that the harasser must be done by someone in a management position, or management must be aware of the offensive conducts and have failed to act to stop it.

If you believed that you have been harassed on the basis of your race, national origin, or ethnicity, you should not stand idle. Call Greenberg & Rudman, LLP at (1-800-ALAWPRO or 1-800-252-9776) for a free consultation. You can also visit us at www.discriminationattorney.com to learn more. We are here to help you fight for your rights at work!

While sexual harassment claims often arise out of offensive behaviors that occur at a job, a recent change in the law now allows people to sue for sexual harassment in other situations. Sexual harassment is now illegal when there is a professional, service, or business relationship between the victim and the harasser.

If someone is sexually harassing you, and you have a business, professional, or service relationship with that person, you may have a harassment claim. However, in order to have a claim, you must have a relationship with that person. For example, a claim for sexual harassment may only be brought if a teacher is sexually harasses his/her students. However, if the teacher sexually harasses someone other than a student that person may have another type of suit against the harasser.

The following is a list of people who may be sued for harassment: physician, psychotherapist, dentist, attorney, marriage/family/child counselor, social worker, real estate agent/appraiser, accountant banker, trust officer, financial planner, loan officer, collection services, contractors, escrow loan officers, executors/trustees/administrator beneficiaries, landlords, property managers, teachers, other individuals in relationships similar to those described above.

If you believe that you have been sexually harassed by someone who you have a business, service, or professional relationship with, you should know you are not alone. Greenberg & Rudman, LLP has a team of experienced lawyers that can help you. Call us at (1-800-ALAWPRO or 1-800-252-9776) for a free consultation. You can also visit us at www.discriminationattorney.com to learn more.

Title VII of Federal law protects pregnant women. While it does not provide pregnant employees with a specific right to have pregnancy leave granted by an employer, it does provide employees with other protections. Under federal law, an employer must grant employees medical leave. This medical leave also applies to pregnant women.

An employer is also forbidden under federal law, to discriminate against a pregnant employee based on her pregnancy, childbirth, potential pregnancy, or similar conditions. If you are a Bay Area employee and believe that your employer has violated your federal rights by not providing you proper leave, or has discriminated against you based on your pregnancy, call Greenberg & Rudman, LLP at (1-800-ALAWPRO or 1-800-252-9776) for a free consultation. You can also visit us at www.discriminationattorney.com to learn more. We can help you fight for your rights.