San Francisco Employment Lawyer Blog

Did you know that it is against the law for real estate agents to direct buyers to purchase homes in areas that are comprised of certain races but not others? This type of activity is illegal, and it violates the Fair Housing Act. The government recently brought a suit against a Chicago real estate firm that was engaging in similar practices. In the lawsuit, it alleged that one of the real estate company’s former agents had directed a Hispanic individual to buy in predominantly Hispanic or African American areas. A white individual was directed to buy mostly in white areas. The case was settled when the real estate company agreed to pay $120,000.

If you have faced similar discrimination in housing, call Greenberg & Rudman 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!

“Whistle-blowing” is when an employee reports an employer who is breaking the law to an agency or law enforcement. Employees who report their boss’ illegal behavior are protected by the law, and their employer may not fire them for their actions. If they are fired, they may be able to bring a suit against their employer.

Recently, a former CEO of an electricity provider in Texas brought a suit alleging wrongful termination against Fulcrum Power. The former CEO was Javier Vega. He claimed that he tried to blow the whistle on the company for ignoring state regulators and attempting to overcharge customers to save the company. The company denies the allegations.

If you have blown the whistle on your employer’s illegal activities, and have been fired as a result, contact employment attorneys 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 experienced lawyers is here to help you!

Class actions are lawsuits that are brought by a group of people against a defendant. For example, if a group of people were wrongfully discriminated against at work, they may bring a common claim against their employer. However, if a defendant is successful in removing a class action status, the individuals bringing the suit would have to sue their employer individually. This might help limit the liability of the company, and individuals might be less inclined to bring a suit on their own.

A recent case involving Wal-Mart examined this issue. In this case, a group of plaintiff’s suing on a sex discrimination basis claimed that Wal-Mart was prejudicial in its salaries and promotions. The U.S. Appeals Court recently decided to examine a ruling that allowed these plaintiffs to proceed in a class action. If the status is removed, the plaintiffs would have to individually sue Wal-Mart, and as a result the company may be able to limit its liability.

If you have been a victim of discrimination or harassment at work, and if you believe that other employees have faced similar issues, contact SF Bay Area employment attorneys now. 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.

A Federal court recently ruled that Type 2 Diabetes patients may be protected under the Americans with Disabilities Act (ADA). According to the ADA, a “disability” is a “physical or mental impairment that substantially limits one or more of the major activities of the individual.” The court found that diabetes is a “‘physical impairment’ because it affects the digestive, hemic and endocrine systems, and eating is a ‘major life activity.’” This means that if you have Diabetes, and if you have been discriminated against at work based on your diabetes, you may have a claim against your employer.

In the court’s decision, the judges found that the lower court erred in dismissing a disability case brought by Larry Rohr on the basis that diabetes was not a “disability.” Rohr alleged that his employer discriminated against him by forcing him out of his job.

If you have diabetes, and if your employer has discriminated against you based on your diabetes, you may be able to bring a suit against your employer. 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 will fight for you!

If you have been diagnosed with Lupus, you know that it is a rare form of tuberculosis of the skin. This condition often results in brown skin lesions that often spread over an individual’s body. While it often affects the skin, Lupus can also cause issues related to the heart, blood, lungs, and brain. Treatment is often directed at reducing the symptoms, through the use of drugs.

If your employer has discriminated against you based on your Lupus diagnosis, you may have an employment law claim. In order to bring suit against your employer you must be able to show that (1) Your Lupus results in physical limitations, (2) that you can still perform the essential elements of your job, and (3) that your employer discriminated against you based on your Lupus.

Examples of how your employer may have discriminated against you based on your condition include your employer not allowing you to miss work for medical appointments, your employer not accommodating your need to take a reasonable time off from work, and/or your employer refuses to provide reasonable at-work accommodations for your disability.

If you have been a victim of discrimination based on your Lupus, 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 experience attorneys are here to help you!

If you have been diagnosed with Lupus, you know that it is a rare form of tuberculosis of the skin. This condition often results in brown skin lesions that often spread over an individual’s body. While it often affects the skin, Lupus can also cause issues related to the heart, blood, lungs, and brain. Treatment is often directed at reducing the symptoms, through the use of drugs.

If your employer has discriminated against you based on your Lupus diagnosis, you may have an employment law claim. In order to bring suit against your employer you must be able to show that (1) Your Lupus results in physical limitations, (2) that you can still perform the essential elements of your job, and (3) that your employer discriminated against you based on your Lupus.

Examples of how your employer may have discriminated against you based on your condition include your employer not allowing you to miss work for medical appointments, your employer not accommodating your need to take a reasonable time off from work, and/or your employer refuses to provide reasonable at-work accommodations for your disability.

If you have been a victim of discrimination based on your Lupus, 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 experience attorneys are here to help you!

San Mateo, CA is located in the Bay Area. San Mateo is one of the largest suburbs of the city of San Francisco. San Mateo, California is home to over 90,900 residents. This city is comprised of 21 percent Hispanic/Latino, almost 20 percent Asian, and over 2 percent African American.

Diverse cities often face conflicts in the workplace. However, it is illegal for your employer to discriminate against you based on race, religion, ethnicity, national origin, sexual orientation, age, or gender. If you are a resident of San Mateo, and if you have been a victim of discrimination at work, 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!

It is illegal under both California and Federal law for an employer to discriminate against an employee in relation to the “terms & conditions of employment based on their religion” The legal definition of “terms & conditions” include things like the hiring, firing, promoting, and compensation of employees. If your employer has forced to violate your religious beliefs in order to retain your job, know that this is illegal. Recently, a woman received a settlement in relation to her religious discrimination suit. She was not hired by Washington’s transit agency because she would not wear pants. Her Apostolic Pentecostal faith did not allow her to wear the pants that were a party of the position’s uniform.

If you have been forced to violate your religious beliefs at work, 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 here to help you!

California and Federal law protects employees against racial discrimination on what they define as the “terms and conditions” of employment which include hiring, firing, promotions, and salary among other things. “Race” is often defined as a person’s ethnic background or racial characteristics.

If you have been discriminated at work based on your race, you should know that it is against the law. However, this is not a rare occurrence. The Equal Employment Opportunity Commission (EEOC) has recently brought suit against J.C. Penny on behalf of Reinell Singh an African American who had worked at the store. The suit alleges that Singh was discriminated against as his supervisor repeatedly referred to him with racial epithets.

If your employer has discriminated against you, don’t stand for this illegal behavior. 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.

Both California and Federal law protect individuals against religious discrimination. An employer may not discriminate against an employee based on the “terms and conditions of employment” in relation to individuals’ religious beliefs or practices. “Terms and conditions” include hiring, firing, promotions, salary, etc.

If you have faced discrimination based on your religion, know that it is illegal. Religious discrimination is unfortunately not uncommon in the workforce. Recently, the Equal Employment Opportunity Commission (EEOC) and Howard Thompson filed a lawsuit against a medical supply company that was Thompson’s former company. Thompson, a Sabbatarian, alleged he was wrongfully terminated because he refused to work on his holy day. His former company required him to work on Sundays.

If you have faced religious discrimination at work, 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. Our team of experienced attorneys is here to help you!

Sexual harassment is illegal; however, it still often occurs in the workplace. You are entitled to work in a non-hostile work environment. Therefore, your boss, manager, coworker, etc. may not make you feel uncomfortable because of your sex. Sexual harassment is behavior that is “offensive,” severe, and pervasive. A one-time comment may not be sexual harassment. Your boss may also not trade work privileges for sexual favors. This behavior is also sexual harassment, and illegal.

If you have been a victim of sexual harassment, do not stand by silently. You are not alone, and sadly, this illegal behavior occurs frequently at work. Recently a company, Georgia-Pacific Gypsum LLC, agreed to settle a sexual harassment suit from more than $75,000. The Equal Employment Opportunity Commission (EEOC) filed this suit on behalf of a former female employee,. During her employment, this employee faced harassment by a co-worker. The company allegedly did not take proper remedial action.

If you have been a victim of sexual harassment, and if you have complained to your employer and the company has not made efforts to end harassment, you may have an employment claim. 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.

It is against the law for an employer to discriminate against an individual based on their perceived disability. Your employer may not discriminate against you in hiring, firing, advancement, compensation, training, etc. Even if you do not have a medical disability, if your employer discriminates against you because he/she believes that you do have a disability, this activity is against the law.

If you have been a victim of discrimination based on your perceived disability, know that you are not alone. Recently, a Hawaii car dealership settled a lawsuit brought by the Equal Employment Opportunity Commission (EEOC). The suit alleged that dealership discriminated against an applicant by not hiring him because of a perceived mental disability.

If you have been denied a job based on a perceived disability, call the lawyers 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. We will fight for you!

Your employer may not discriminate against you in California based on pregnancy, potential pregnancy, childbirth, or related medical conditions. If you are pregnant, your employer has the duty to accommodate your pregnancy. For example, if your doctor requests that you be transferred to a less dangerous or demanding job, your employer must accommodate you if it does not “unduly burden” him/her.

Under California law, if you request pregnancy leave your employer must give you a leave of absence for a “reasonable period of time.” A “reasonable period” of time is the time that the woman is “disabled” from her pregnancy. However, this time does not exceed four months and does not have to be paid.

If you have been a victim of pregnancy discrimination, know you are not alone- the law is on your side. An example is that the production companies of movie “Stranger than Fiction,” Crick Pictures L.L.C. and Mandate Pictures L.L.C. have reached a settlement over a federal pregnancy discrimination suit brought by the Equal Employment Opportunity Commission (EEOC). Under the settlement, the production companies will pay $75,000 to a woman who was allegedly denied a job due to her pregnancy.

If you have faced discrimination at work based on your pregnancy, contact discrimination attorneys 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!

Sexual harassment in the workplace is against the law. Sadly, many individuals are wrongfully terminated for complaining about sexual harassment. This too, is illegal and you should know that you are entitled to a non-hostile work environment. This means that if your employer, or another co-worker, makes you feel uncomfortable because of your sex this may be illegal. The behavior must be “offensive” and must also be severe and pervasive. Thus, a one-time passing comment may not be sexual harassment. Your employer may also not trade work privileges for sexual favors. This is also illegal sexual harassment.

If you have been a victim of sexual harassment, you should know it is illegal. If you have been fired because you have complained about this illegal behavior, your firing may also be against the law. This scenario is not uncommon. A car dealership in Pennsylvania recently settled a sexual harassment and wrongful termination suit brought by the Equal Employment Opportunity Commission (EEOC). The dealership paid $244,000 to settle the case. It was alleged that the manager of the car dealership sexually harassed female employees in the service department. He made explicit comments, references to oral sex, and touched himself inappropriately in front of the female employees. One woman was allegedly fired after she complained.

If you have faced sexual harassment at work, do not accept this behavior. Contact discrimination attorneys today. 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.

Vacaville, CA is a part of Solano County. This city is populated with just over 91,000 residents. Vacaville is home to people from many types of backgrounds. Over 10 percent of Vacaville residents are black, and 17 percent are Latino/Hispanic. In a city with people from many types of races and ethnicities, discrimination may arise as a serious problem at work.

Discrimination based on race is illegal. However, many other types of discrimination in the work force are illegal as well. Your employer may also not discriminate against you based on your religion, ethnicity, national origin, sexual orientation, age, or gender. If your boss has discriminated against you based on any of these characteristics, you may have an employment claim. Discrimination at work is illegal. If you are a victim, do not put up with this unacceptable behavior. 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 your rights!

If you have been diagnosis with Lyme Disease in San Francisco or California, and have been discriminated at work based on your condition, you may have a suit against your employer. Lyme Disease is a condition that is transmitted by ticks. This disease is a bacterial infection has many symptoms which may include rash, flu-like symptoms, and musculoskeletal, arthritic, neurological, psychiatric, and/or cardiac issues. Early detection and treatment is very important. Late stage symptoms of Lyme Disease include fatigue, muscle pain, hallucinations, nausea, sleep disruption, and joint pain.

In order to have a claim against your employer based on your Lyme Disease you must be able to show that (1) your disability results in physical limitations, (2) that you can still perform the essential functions of your position, and (3) that the employer discriminated against you.

Some examples of how your employer may have discriminated against you include: (1) your employer does not allow you to miss work for medical appointments, (2) your employer does not accommodate your need to take a reasonable time off work, (3) your employer acted adversely against you based on your disease – including not promoting, firing you, or demoting you.

If you have been a victim of medical discrimination based on your Lyme Disease diagnosis, 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.

If you have been fired for speaking out about work-place discrimination, you may have an employment claim. It is illegal for an employer to fire you if you have initiated speaking out about discrimination that you have seen, or experience, in your workplace. According to a recent United States Supreme Court ruling (Title VII), it is also illegal for your employer to fire you if you admit there has been discrimination at work during your employer’s investigation of the issue.

The Supreme Court made this decision in the case of Crawford v. Metro. Gov’t. In this case, a thirty-year employee of the company was questioned about workplace discrimination during her company’s investigation in relation to an alleged sexual harassment claim in the workplace. After admitting she had seen inappropriate behavior, she was fired.

If you have been fired because you spoke out during an investigation, or on your own, your termination may be illegal. 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!

Sexual harassment at work is against the law. There are two types of sexual harassment: quid-pro-quo and hostile work environment. Under “quid-pro-quo,” is the type of harassment that occurs when an employer makes sex a requirement for getting something in the workplace. This also applies if the employer makes sex a condition upon not getting fired or demoted. Hostile work environment sexual harassment occurs when an employee faces offensive sexual conduct that is severe and pervasive. This leads of an uncomfortable work environment.

Sadly, sexual harassment at work is all too common in California. Recently, the city of Concord settled a sexual harassment suit brought by two former female police officers. In the settlement, one woman was offered $250,000 in damages and an addition $50,000 in worker’s compensation. According to the settlement, the second woman would not get any award.

If you have found yourself in a similar situation, 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!

It is illegal for your employer to discriminate against you based on your actual, or perceived, sexual orientation. If your employer has refused to promote you, fired you, or refused to hire you because of your actual or perceived sexual orientation (whether straight, gay or lesbian), you may have an employment claim.

If you have been a victim of sexual orientation discrimination at your place of work, it is essential that you contact an employment lawyer immediately. In order to bring a suit against your employer for this type of discrimination, you must make a complaint to the California labor commission no more than 30 days after you have been discriminated against.

If your boss has discriminated against you based on your actual or 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. We are a team of highly skilled discrimination attorney that will fight for your rights!

Did you know that not everyone that has been discriminated at work based on a medical condition can bring a lawsuit against their employer? Only “qualified individuals” may bring suit for medical discrimination by their boss.

According to the law, a person must be a “qualified individual with a disability” in order to bring suit. The individual must also be able to do the job they were hired (or applied) to do. For example, a person that was blind would not be qualified for the position of a crossing guard. The person must also be “disabled.” In order for a disease or condition to be considered a “disability” it must “substantially limit one or more major life activities.” A condition that is only an annoyance, is not a disability under the law. When a court is trying to determine if a person has a disability, they often consider the effect the condition has on a person’s ability to make a living.

If you believe your employer has discriminated against you on the basis of your disability, 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. Our skilled attorneys will work with you to protect your rights at work!

Hysteria has been defined as a mental state in which a person experiences unmanageable fear and/or an overload of emotion. In many cases, hysteria is related to a part of the body, and a perceived problem with that area. Individuals suffering from hysteria often feel extremely frightened, and may lose control over their behaviors due to this fear. Hysteria can occur randomly, once, or repeatedly.

If you have been diagnosed with hysteria, and your employer has discriminated against you based on your hysteria, you may have an employment law claim. In order to bring lawsuit against your employer you must be able to show:

• Your hysteria has resulted in physical limitations


• You can still perform the essential elements of your job


• Your boss discriminated against you.

Examples of how your boss may have discriminated against you include: your employer not allowing you to miss work for medical appointments, your employer not allowing you to take reasonable time off work, your boss not providing you with reasonable at-work accommodations for your disability; and/or your boss not allowing you to miss work to attend psychotherapy or counseling.

If you believe that your employer has discriminated against you based on your hysteria, don’t hesitate. 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.

Antioch, CA is a suburb of the bustling urban center of San Francisco. Antioch is the home to many regional parks, and over 100,000 residents. Of these residents, 20% identify as non-white, and 16 % of residents identify as African American.

While diversity enriches a city’s culture, it often is all too often the cause of discrimination in the workplace. If you are a resident of Antioch, you should be aware that certain types of discrimination at work are illegal. If your boss has discriminated against you based on your religion, race, ethnicity, national origin, sexual orientation, age, or gender, 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 will fight for your rights at work!

Charles J. Bourda, a former employee of Caliber Auto Transfer of St. Louis filed suit against the county alleging they wrongfully termination. Bourda claimed that the company fired him in order to hire new, lower-paid workers in his place.

Bourda alleges that the company breached its implied covenant of good faith and fair dealing when it fired Bourda and hired lower paid employees to replace him, and by failing to provide a copy of the collective bargaining agreement. It is also claimed that the company failed to provide Bourda with full pay for the time he worked for the company.

If you believe that you have been wrongfully terminated, or that your employer has not properly compensated you for your time worked, contact employment 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. Our group of attorneys is highly skilled and will help you protect your rights at work!

Gary Effron filed suit against Lewis Brisbois for wrongful termination. Effron also sued American International Group and AIG Technical Services alleging negligence and intentional interference with contractual relations.

Effron’s suit arose when he was representing two clients insured by AIG. Effron claims that while he was defending these clients, an equity partner at Lewis Brisbois, under AIG orders, told Effron to work on settling the case and not to prepare for trial. Effron was given these orders when the trial was 10 days away. Effron later informed the clients his firm had instructed him not to prepare for trial. The clients later informed AIG, and AIG complained to Effron’s firm. Effron was later fired for not meeting his billable hours.

If you believe that you have been wrongfully terminated, 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. Our team of highly skilled attorneys is here to represent you!

It is against the law for an employer to discriminate against an individual based on their race. The employer may not discriminate against a person of another race in any of the “terms or conditions” of their employment. “Terms or conditions” include virtually anything in relation to an individual’s job. This can include pay, vacation time, title, hours, etc.

Race is defined as a person’s ancestry/ethnicity and the characteristics that accompany the race/ethnicity. It is illegal to discriminate against anyone on the basis of their color.

However, it is also illegal for an employer to discriminate against an individual because of their association with a person, or persons, of another race. Therefore, if an employer refuses to hire, or fires, someone because they are dating or married to a person of another race, this is also illegal. It is also illegal for an employer to discriminate against someone based on what race their friends are. If an employer discriminates against an employee on the basis of their association with people of a certain race, the employee may have an employment law claim.

If you are a victim of discrimination at work based on race, or association with people of a particular race, 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.

Former Solano County workers, Deputy Public Defender Patrick Riggs, Conflict Defender Jennifer Barton, and office supervisor Lisa Driscoll, sued the county alleging they had been sexually harassed by another attorney. The former employees claim that after the harassment was reported, the office failed to properly address the problem.

The former workers allege that they experienced a hostile work environment and were subjected to a “consistent pattern of offensive and illegal conduct.” Riggs claims he was constructively discharged. He quit after he complained, and nothing was done to address the problem. After complaining, he was assigned an extreme amount of work. The attorney for the county claims that Riggs quit his job too early, and the county was working on addressing the sexual harassment complaint.

If you have been subjected to a hostile work environment, or sexual harassment, at work you may have an employment claim. If your boss has ignored your complaints, 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!

Two 24 Hour Fitness former workers allege they faced discrimination in the workplace. 24 Hour Fitness denies this allegation. The employees, Paul Drobot and Reginald Allison, former district managers assert that they heard sexist, racist, and homophobic comments at work. They also claim that they were demoted and eventually forced out of work for complaining about these comments.

The Equal Employment Opportunity Commission (EEOC) has conducted at two-year investigation and has supported the two workers in their suit against 24 Hour Fitness. Willie Brown, former San Francisco Mayor, is the attorney for the two employees. The EEOC is trying to reach a settlement with the company, so no suit has currently been filed.

If you have faced severe and continual racial, gender, or homophobic comments at work, 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 help evaluate your case, and protect your rights to a non-hostile work environment!

The Lilly Ledbetter Fair Pay Act was recently signed into effected by President Obama. This Act now extends the time period for workers to bring pay discrimination cases to court. The new law will extend the statute of limitations. According to this law, each new discriminatory paycheck extends the limitations period for another 180 days.

The Act was spearheaded by Lilly Ledbetter who realized the noticeable pay difference between her and her male co-workers at Goodyear Tire & Rubber Co. at the end of her 19 years with the company. After bringing suit, the court dismissed the action saying she waited too long to bring suit. The court declared that a person must file a discrimination claim 180 days after a company’s decision to pay another worker less than anther for working in the same position.

If your employer is discriminating against you by gender, or race, or another protected class by paying you less than another co-worker 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.

Robert Velasquez, a former veteran investigator for Ventura County District Attorney’s Office sued Ventura County alleging employment discrimination. Velasquez asserts that the county has retaliated against him for complaining about on-going racial comments at work and for giving testimony in another county lawsuit involving gender discrimination. Velasquez claims that he was transferred to a less desirable job as a result. A top county official claims that Velasquez’s suit is without merit.

If you have been a victim of discrimination at your place of work, know you are not alone. Employment discrimination is illegal. If you are a victim of discrimination at work, 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.

A Utah school district has settled an age discrimination lawsuit with two former elementary school teachers. The suit was brought by the Equal Employment Opportunity Commission (EEOC). The school district agreed to pay the two former teachers $135,000. In addition, district officials have agreed to counsel teachers and school employees about their rights at work.

The EEOC alleges that the school’s principle, Janette Strong, engaged in active age discrimination. During hiring she asked one applicant how long ago she was trained. Witnesses reported hearing her say “I would hire teachers out of college over older teachers any day.” It has also been alleged that the principle also favored younger teacher when dividing classroom supplies and providing professional skills development opportunities.

If you are over the age of 40, and you believe that you have been a victim of discrimination at work based on your age, 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. It is illegal for your employer to discriminated against you based on your age (if over 40 years). We will help protect your rights at work!

Richmond, CA is located Contra Costa County, the East Bay of San Francisco. Richmond has a large population of African Americans (30 percent), Asian Americans (15 percent), and people who identify as another non-white race (20 percent).

Sadly, workplace discrimination is all too prevalent in California. Although Richmond is ethnically diverse, it would not be unlikely for residents to face discrimination and harassment at work. However, it is essential that residents know that discrimination and harassment at work is illegal.

If you have been discriminated against based on your religion, race, ethnicity, national origin, sexual orientation, age, or gender, 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 highly skilled attorneys that will help you!

If you have been discriminated against at work because of your mononucleosis, commonly known as “mono” or the “kissing disease”, you may have an employment claim. Mono is caused by the Epstein-Bar virus. This disease is mostly found in young adults or adolescents. People who are diagnosed with mononucleosis experiences symptoms including fever, sore throat, and fatigue. The disease is spread through saliva or blood.

If you have been diagnosed with mononucleosis, and your employer has discriminated against you because of this diagnosis, you may have an employment law claim. In order to bring suit against your employer you must be able to show that your mono has resulted in physical limitations, that you can still perform the essential functions of your position, and that your boss discriminated against you based on your diagnosis.

Examples of ways your employer may have discriminated against you include: your employer has not allowed you to miss work for medical appointments, your employer does not accommodate your need to take reasonable time off due to your mono, your employer does not provide you with reasonable at-work accommodations, and/or your employer does not accommodate your need for additional rest due to your mononucleosis.

If you have been discriminated against due to your mono diagnosis, 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 team of skilled lawyers that are here to help you!

The state of Washington has agreed to pay three women who worked in the Labor and Industries Office a $800,000 settlement. The women reported that they were repeatedly sexually harassed at work.

The women claim they were repeatedly subject to offensive conduct including sexual comments, sexual gestures, and sexual touching. After reporting the harassment to their manager, they allege the manager attempted to intimidate them afterwards.

Sexual and racial harassment is illegal. If you are a victim of either, or both, 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. You are entitled to a harassment free workplace, and we will fight for your rights!

A trucking company, Pitt Ohio Express, Inc., recently agreed to pay $2.43 million to settle a class action lawsuit brought by the Equal Employment Opportunity Commission (EEOC) on behalf of a group of women. The EEOC alleged that Pitt Ohio denied qualified female applicants positions as truck drivers since 1997.

Along with the $2.43 million in monetary relief, the EEOC also obtained employment for women who should have previously been hired, equal employment training for managers and supervisors, and reporting and monitoring requirements.

If you have been discriminated against in the workplace, based on your sex, know that this activity is illegal. 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 help you protect your rights at work!

Employees who are disabled, have the right to ask their employer for a “reasonable accommodation” for their disability. A “reasonable accommodation” is when the employer provides extra help, or modifies a job’s duties, or provides another method of ensuring the disable employee is able to do their job.

A disabled employee suffering from chronic back pain may ask an employer to provide some sort of back support while they are working at their desk. This is likely to be considered a “reasonable” accommodation. Employees, however, must ask their employer to make these accommodations. The employer then has the right to consider the request, and provide another alternative that the employee may consider reasonable. If the employee and employer cannot agree on what is a “reasonable accommodation,” the employee may consider bringing an employment suit.

If you are an individual whose disability has been characterized as a legal medical disability, you are entitled to “reasonable accommodations” at work. If your employer has denied you reasonable accommodations, or if you and your employer cannot reach an agreement on what is reasonable, 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.

If you live in Silicon Valley, you should be aware that your employer has several responsibilities towards you. If your doctor advises that you work a position that is less physically strenuous or dangerous, your employer is obligated to transfer you to another position if it will not “unduly burden” the employer.

Your employer must also comply with California’s Fair Employment and Housing Act which gives pregnant employees that right to take a leave from work for a reasonable time. This period does not exceed four months. Your employer also has the duty not to discriminate against you based on your pregnancy or “potential” pregnancy.

If you believe that your employer has not kept their obligations towards you in regards to your pregnancy, contact Greenberg & Rudman, LLP. We are a group of experienced employment attorneys that are here to 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.

Ranee Tademy, an African American, began a lawsuit in 2004 that alleged he was the target of racial epithets from co-workers and supervisors at Union Pacific Railroad. Tademy claims he was subject to a pervasive racism at work, which subjected him to a hostile work environment. The details of the court resolution were ordered confidential.

If you believe that you have been the subject of racial discrimination or harassment at work, you should know that it is illegal. 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 highly skilled discrimination attorneys that are here to protect your rights in the workplace.

A worker who has been injured on the job is entitled to file a worker’s compensation claim. It does not matter if the employee’s injury is permanent or temporary, the employee may still file the claim. Injuries that are both accidental and non-accidental are covered under the worker’s compensation system.

If you are an employee who has filed a worker’s compensation claim, you should know that your employer may not retaliate against you and fire you for filing the claim. If your employer fires you for filing a worker’s comp claim, you may have an employment claim against your boss.

If you have suffered an injury at work and were fired for filing a worker’s compensation claim, 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 protect you!

Former McDonald’s employee, Crystal Neely, sued the company alleging sexual harassment by a former co-worker and discrimination based on her psoriasis. Neely reports that her co-worker harassed her by saying “let me kiss you,” “I love you,” and by grabbing her breasts. When Neely allegedly complained, she claims that nothing was done.

Neely also alleges she faced medical discrimination at work based on her psoriasis. Psoriasis is a non-contagious inflammatory skin disease. She claimed that she was isolated from customers and banned from handling food due to this condition. Neely was transferred to another McDonald’s but alleges she was later filed “in retaliation” to her prior complaints.

If you have been a victim of discrimination based on your medical disability, or if you have suffered from sexual harassment at work, know that you are not alone. This behavior is not acceptable. Contact employment attorneys 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.

In order for conduct to be considered “harassing” it must be offensive. For example, if two co-workers enjoy exchanging sexual jokes or banter, this is not sexual harassment. However, if one co-worker continually told another co-worker sexual jokes that were offensive to the person, this would be sexual harassment.

Offensive conduct is not just an exchange of offensive joking. Offensive conduct may be touching, staring, pictures, or other verbal exchange. Both men and women can be victims of sexual harassment, and both sexes can be harassers.

If you have experienced offensive sexual conduct contact employment 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 for you!

If you are a Northern California employee, you should know that it is illegal for your boss to engage in “quid-pro-quo” sexual harassment. Sexual harassment is all too common in the workplace. If you believe you have been a victim of sexual harassment, act now. 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.

“Quid-pro-quo” sexual harassment is illegal. “Quid-pro-quo” is a Latin term that means “this for that.” This type of harassment occurs when your employer makes a sexual act a requirement for a benefit in the workplace. This include your employer offering you a promotion in exchange for sex, as well as your employer making sex a condition of you retaining your job.

If you have been a victim of this type of harassment, know you are not alone. Greenberg & Rudman, LLP is a team of skilled attorneys and we are here to help you!

Patrick County Hospital in Virginia was sued in a class action lawsuit by 85 current and former employees. The class action is suing for around $1 million. The lawsuit alleges that the hospital cheated employees out of three to four weeks salary when employees were fired last October. The class action also alleges that the previous operator of the hospital, withheld funds from paychecks for health benefits and taxes, but never gave the money to the proper agencies.

It is illegal for an employer to deny employee wages for hours worked. However, this scenario is far from uncommon. In this economy, it is imperative that you protect your rights and your salary. If you believe your employer has wrongfully denied you pay, call 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.