San Francisco Employment Lawyer Blog

Are you a Bay Area employee that has been fired in spite of a written employment contract? Does your employment contract say that you would not be fired unless there is “good cause,” and you have done nothing warranting a termination? If so, you may have an employment claim against your employer.

If you have a written employment contract, the contract likely states what is defined as “good cause.” Your employer, however, may not include unreasonable clauses in the contract. If you believe that you have not done any of the things defined as “good cause” for termination, you may be able to sue your boss. In this case, you are likely arguing that your employer has breached the written contract because the contract said that you would not be fired without good cause, there was no good cause to fire you, and you were fired anyway.

If you believe that you fit the above description, your employer may have breached your employment contract. If this is true, in California you can sue for lost wages and benefits and potentially form of future wages. You may not sue for emotional distress. If you think that you have a claim against your boss, call Greenberg & Rudman LLP at 1-800-ALAWPRO or 1-800-252-9776. Call us for a free consultation. You can also visit us at www.discriminationattorney.com to learn more. We will help walk you through this process.

California is an “at-will” employment state. This means that if you do not have an employment contract guaranteeing your job for a period of time, you can be fired for any reason at any time. However, there are some cases where a firing may still be illegal. Your employer may not fire you because of your race, gender, national origin, sexual orientation, or because you belong to another protect class.

However, your termination may also be illegal if your employer breached an “implied” employment contract. An “implied” contract is typically created by circumstances that “imply” that an employment contract exists and oral statements. There are several factors that may create an “implied” contract. The more factors that exist, the better chance you have for bringing a suit against your employer. These factors include: (1) Length of Service, (2) Progressive Discipline Policy, and (3) Employee Benefit Programs.

• Length of Service: The longer you have worked for an employer, the more likely that you have an “implied” employment contract. If you have just started working for your boss, it is not likely that you have an “implied” contract.
• Progressive Discipline Policy: Many companies have these types of policies that state that an employee will not be fired the first time the make a mistake. These policies often include a system for dealing with employee mistakes or inappropriate behavior which include warnings, second warnings, and eventually termination of employment. If your place of work has a policy like this, you may have a stronger case for an “implied” contract.
• Employee Benefit Programs: These programs include retirement programs, 401K’s, and other systems that show that an employer expects an employee to work long enough to partake in these programs.

If you believe that you have an “implied” employment contract, and that you have been fired without reason, contact employment attorneys Greenberg & Rudman LLP at 1-800-ALAWPRO or 1-800-252-9776. Call us for a free consultation. You can also visit us at www.discriminationattorney.com to learn more. We are a team of experienced lawyers that can help you fight for your job!

Deafness is a condition that causes people to have a lack of sensitivity to sound. The degree of severity depends on each individual. Some people have hearing loss in only one ear, while others have impairments in both ears. If you employer has discriminated against you based on your deafness, you may have a claim against your boss. However, in order to bring a suit, you must be able to show that your deafness has resulted in physical limitations, that you can still perform the essential tasks of your jobs, and that your employer has discriminated against you based on your deafness. Some examples of how your employer may have discriminated against you include your employer not allowing you to miss work for doctors’ appointments, your employer not allowing you to take a reasonable time off work, your employer not providing you with reasonable at-work accommodations for your disability, and your employer not providing you with a sign language interpreter.

If you believe that you have an employment claim against your boss because he or she has discriminated against you based on your deafness, contact Greenberg & Rudman LLP at 1-800-ALAWPRO or 1-800-252-9776. Call us for a free consultation. You can also visit us at www.discriminationattorney.com to learn more. Our team of skilled attorneys is here to help you!

San Leandro, California is part of Alameda County, and is also part of the greater Bay Area. San Leandro, CA is home to a very diverse population of individuals, and the residents of San Leandro are from various ethnicities. The city is 29.2 percent Asian, 21.3 percent Hispanic/Latino, and 11.8 percent black.

Diverse populations often face difficulties in the workplace. However, it is illegal if your employer discriminates against you based on your race, religion, ethnicity, national origin, sexual orientation, age, or gender.

If you are living in San Leandro, and you believe that you have been discriminated against based on your race, religion, age, etc., you may have an employment claim against your boss. Don’t hesitate to act. You have a right to a non-hostile working environment. Call Greenberg & Rudman LLP at 1-800-ALAWPRO or 1-800-252-9776. Call us for a free consultation. You can also visit us at www.discriminationattorney.com to learn more. We are here to help you!

National Origin harassment is against the law. Many Bay Area residents have faced discrimination because of their race or national origin at work. This behavior is illegal, and often linked to harassment based on national origin. The Equal Employment Opportunity Commission has settled a case against Wheeler Construction for $325,000 on behalf of Mexican employees. These employees allege that they faced national origin harassment at work. This harassment included a supervisor calling the employees derogatory names and telling Hispanic workers to “go back to Mexico.” This types of harassment is wrong and illegal. Do not stand for this type of behavior. Contact Bay Area employment lawyers today. Greenberg & Rudman LLP can be reached at 1-800-ALAWPRO or 1-800-252-9776. Call us for a free consultation. You can also visit us at www.discriminationattorney.com to learn more. We are here to help!

Have you been refused a position because you have a disability? If the answer is “yes,” you may have a legal claim against the company who discriminated against you. The Americans With Disabilities Act (ADA) protects individual with a disability from being denied a job because of their disability. Disability discrimination is not something that should be tolerated. If you think you have been a victim, you are not the only one. Recently a company known as Advanced Auto Parts, agreed to settle a Disability suit brought by the Equal Employment Opportunity Commission (EEOC). Advanced Auto Parts agreed to pay $50,000 to settle the case. The company refused to hire Jeffery Scott Sanders in 2004 because he had cerebral palsy. The EEOC alleged that the company refused to hire Sanders, and hired a less qualified individual in his place.

If this has happened to you, call Greenberg & Rudman LLP now! Contact 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. Our lawyers have been dealing with discrimination cases for years, and we have the skills and determination to protect your rights!

People of all ages can be victims of sexual harassment. Sexual harassment is against the law, and should not be tolerated at work. You may have faced one, or both, types of sexual harassment during your employment. The first type of sexual harassment is “quid pro quo” harassment. This is the type of sexual harassment that occurs when your boss offers to trade work benefits (or job security) for sexual favors. A second type of harassment is known as the “hostile work environment.” Under this type of harassment, a person is made to feel uncomfortable on the basis of sex as a result of offensive behavior that is severe and pervasive.

If you have experienced either, or both, types of sexual harassment you are not alone. Recently an 18 year old teenager sued Burger King for sexual harassment at work. Burger King agreed to settle the case for $85,000. The teen alleged that the general manager harassed her through unwanted touching, sexual advances, and requests for sexual favors.

If you have been a victim of sexual harassment, call SF 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 can help protect your rights at work!

Racial discrimination at work is against both federal and California law. It is illegal to discriminate in the “terms and conditions of employment” by race or color. “Terms and conditions” includes things such as salary, vacation time, promotions, demotions, title, etc. “Race” is often defined as an individual’s ancestry or ethnic characteristics.

Unfortunately, racial discrimination is all too common in the workplace. Recently, a company called N-M Ventures has agreed to pay $457,500 in order to settle a racial discrimination suit brought by the Equal Employment Opportunity Commission (EEOC) on behalf of eight black employees. It is alleged that these employees were forced to deal with racial epithets and insults on several occasions.

All individuals are protected by Title VII of the Civil Rights Act that prohibits racial discrimination. If you have been a victim of this offensive and 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 are here to help!

On November 17, 2008 the federal Labor Department revised the Family and Medical Leave Act (FMLA). If you are leaving work to care for a family member with a serious health condition, you should know if you are covered under FMLA and the California Family Rights Act (CFRA). In regards to establishing the need to care for a family member with a serious health condition, the new regulations have affected FMLA. The new requirements call for an employee to clarify that “incapable of self-care because of a mental or physical disability” is determined at the time FMLA leave starts – not after. The Americans with Disabilities Act (ADA) has also been amended to make it easier to establish a disability, thus allowing more conditions to be considered “disabilities” when deciding who qualifies for FMLA leave.

Under the CFRA, the regulations provide that an employee may take time off for a family member who is covered when the family member’s serious health condition “warrants the participation of the employee.” Under CA law, a “serious health condition” may be an “illness, injury, impairment, or physical or mental condition.”

If you need to take time off to care for a relative, and you are unsure if you are covered by FMLA or CFRA, 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 can help you protect your family!

Although you may live in the “liberal” state of California, intolerance and discrimination can be rampant in the workplace. Have you felt that you have been a victim of racial discrimination? Or, have you been denied a job because of your age, gender, or sexual orientation? These types of behavior are illegal, and sadly, all too common. Last year, an unprecedented number of complaints were filed with the Equal Employment Opportunity Commission (EEOC). During the 2008 fiscal year, the EEOC received over 95,000 discrimination claims. This was a 15 percent increase from the previous year.

Age discrimination is on the rise. 28.7 percent of the EEOC’s complaints for 2008 were based on Age Discrimination. This is not surprising considering the recent economic recession. Many companies look towards laying off older, and more highly paid employees. Racial discrimination claims were also very high in number. They accounted for over 35.6 percent of complaints filed.

If you are over 40 and have been discriminated against in the workplace based on age, or if you have been a victim of racial, gender, religious, or sexual orientation 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 you!

Dyslexia is a neurological condition and a learning disability that causes difficulties for individuals to read and write. This condition may also make it hard for someone to process spoken language. Dyslexia may be treated through educational or phonetic training.

If you have been diagnosed with dyslexia, and your employer has discriminated against you based on your dyslexia, you may have a claim against your employer. In order to bring a claim against your boss you must be able to show that your dyslexia resulted in a physical limitation, that you can still perform the essential parts of your job, and that your boss has discriminated against you based on your dyslexia.

If you believe that you have been a victim of medical discrimination on the basis of your dyslexia, don’t hesitate to call Silicon Valley 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. We are here to help!

Redwood City, CA is part of San Mateo County. Redwood City is part of the large San Francisco suburb. The residents of this town are very diverse. The city boasts over 75,500 residents. Of these people, 36 percent are Hispanic/Latino. Redwood City also has a sizable Asian population of 9 percent.

With such a diverse workforce, Redwood City may face racial and other types of discrimination in the workplace. Redwood City residents should know their rights at work. It is illegal for your employer to discriminate against you based on your race, religion, ethnicity, national origin, sexual orientation, age, or gender.

If you live in the Redwood City, California area, and you believe that you have been a victim of employment discrimination, call Greenberg & Rudman LLP today! You can reach 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. Our attorneys will fight for your rights!

If you are a pregnant California resident, you are protected from discrimination based on your pregnancy under both California and federal laws. Under the Federal Title VII, an employer is prohibited from discriminating against an employee based on their pregnancy.

Under California law, although your employer may not discriminate against you based on your pregnancy, your employer does not have to pay you for pregnancy leave. Under California’s Fair Employment and Housing Act, a pregnant employee has the right to take a leave of absence for a “reasonable amount of time.” This time off does not exceed four months.

If you work in California, and your employer has denied you pregnancy leave, or has fired you because you have become pregnant, 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.

Sexual harassment is a painful and confusing experience. If you have been a victim of sexual harassment, do not stay silent. Sexual harassment can come in many forms. Your employer may offer you promotions or employment benefits in exchange for sex. This is called “quid-pro-quo” sexual harassment. Your employer, or another employee, may act or say things that make you uncomfortable based on your sex. If this behavior is offensive, and severe and pervasive, you may have a sexual harassment claim against the harasser.

Sexual harassment is not uncommon in California. Greg Shenkman, the CEO and co-founder of Exigen Group, a company that has over 2,000 employees recently was implicated in a sexual harassment suit. This company is based out of San Francisco. Shenkman’s former Executive Assistant has alleged that he physically and verbally sexually harassed her, and later fired her for complaining about the harassment.

If you have faced sexual harassment 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. We are here to help you!

Sadly, sexual harassment in the workplace occurs too often. If you have wondered if you have experienced sexual harassment at work, consider the following information. A sexual harasser can be male or female. The victim of sexual harassment can also be of either gender.

There are two types of sexual harassment: “quid-pro-quo” and hostile work environment. In “quid-pro-quo” harassment, your employer may demand sex in exchange for employment benefits, or in exchange for you to remain employed. Hostile work environment harassment means that someone in your workplace uses offensive conduct to make you feel uncomfortable because you are of a certain gender. This harassment must be severe and pervasive.

If this scenario sounds familiar, know that you are not alone. Recently, a trial began over alleged sexual harassment that occurred at a Paso Robles, California winery. The lawsuit alleges that the winery owner and the venture capitalist made unwanted sexual advances on a former employee.

If you have been a victim of sexual harassment, contact Bay Area 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.

Have you been fired because you have reported your boss’ violations of the law? If so, you may have an employment law claim. “Whistle blowing” is the act of an employee reporting an employer’s illegal behavior to the government or law enforcement. If you have done this, and have been fired as a result, your employment rights may have been violated.

Amgen, a pharmaceutical company, has been implicated in a Whistle Blowing case. Two former employees filed a suit against the company claiming lost wages after they refused to participate in a claimed improper Enbrel promotion. Amgen denies the allegations made by the former employees.

If you have lost your job after reporting and refusing to part-take in an employer’s illegal activity 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 skilled attorneys will stand up for your rights!

The American with Disabilities Act (ADA) was amended in September of 2008. The changes of the Act have become effective on January 1, 2009. California residents should understand what the changes mean to their protections at work. The amendments to the ADA have expanded the protection of the ADA. The new version of the ADA expands the definition of “disability.” Now, in order to be regarded as “disabled” an individual can prevail if he/she establishes that he/she has been discriminated against “because of an actual or perceived physical or mental impairment whether or not the impairment limits or is perceived to limit a major life activity.”

If you are a Bay Area resident who has been discriminated against based on 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. We are here to help you.

If you live in the San Francisco area, you should know that you are protected under the law for blowing the whistle on your employer’s illegal activities. “Whistle blowing” is defined as the act of an employee reporting an employer’s activities that are in violation of the law, to law enforcement or government agencies. If the employee is fired because of this action, they have legal grounds to sue their employer.

A former UPS worker, Michael Battaglia, was recently awarded $1 million after a jury determined that his bosses retaliated against him after he had blow the whistle when his employers violated company policies. After reporting these violations, Battaglia was demoted and put on the night shift.

If you have had a similar experience, call Greenberg & Rudman LLP. We are a team of experienced employment attorneys who have many years of experience fighting for the rights of victims of wrongful termination. 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.

Glaucoma can deeply affect individuals who are diagnosed with this condition. This disease affects the optic nerve. While Glaucoma can be treated, a patient often remains partially visually impaired. Surgery is the most successful form of treatment for Glaucoma. If you have Glaucoma, and your boss has discriminated against you based on your Glaucoma, you may have an employment claim. In order for you to be able to bring a suit against your employer you must be able to show that your Glaucoma has resulted in physical limitations, that you can still perform the essential aspects of your job, and that your employer discriminated against you based on your Glaucoma.

Many people experience medical disability discrimination, but may not recognize it. These are some examples of ways your employer may be discriminating against you based on your Glaucoma: your boss does not allow you to miss work for medical appointments, your boss does not allow you to take reasonable time off work, your employer does not provide you with reasonable at-work accommodations, and/or your employer does not provide you with Braille materials or adaptive computer software for the visual impaired.

If you believe that your boss has discriminated against you based on your Glaucoma, contact Greenberg & Rudman LLP today. We are a team of experienced Bay Area attorneys that can help you achieve your goals!

Mountain View, CA is part of Santa Clara County and an integral part of Silicon Valley. Many high tech companies, including AOL, Nokia, LinkedIn, Mozilla, and Intuit have their headquarters in this city. Mountain View has an ethnically diverse group of residents. 25 percent of Mountain View residents are Asian, and 21 percent are Hispanic/Latino.

Ethnically diverse cities may encounter disputes at work. If you live in Mountain View, or in the Silicon Valley, you should know that it is illegal for your employer to discriminate against you based on your race, religion, ethnicity, national origin, sexual orientation, age, or gender.

If you have been a victim of employment discrimination, call Greenberg & Rudman LLP today! You can reach 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!

Age discrimination is illegal under the Federal Age Discrimination Act (ADEA) and California’s Fair Employment and Housing Act (FEHA). However, in order to be protected from age discrimination, you have to be forty years or older.

With the recent economic downturn, many long-term employees are being let go. If are over 40 and you have been fired because your employer claims you are “too old,” you may have an employment law claim. Or, if you are over forty and if you have been denied a job although you were more qualified than younger candidates who were hired, you may have been a victim of age discrimination.

If any of these scenarios, have occurred, you should speak out against this illegal behavior. Contact SF 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 will help get you through this difficult and painful time.

National origin discrimination occurs when your boss discriminates against you because of where you were born. With so many Americans out of work, bigotry may be breeding in the workplace. However, discrimination based on nation origin is against federal law.

The Immigration Reform and Control Act (IRCA) prohibits workplace discrimination on the basis of national origin against U.S. citizens, U.S. nationals, and authorized aliens. If someone has implemented a “U.S. citizens only” policy – this is illegal. An employer is only allowed to require a U.S. citizenship for a particular job if it is required by federal, state, local law, or by government contract.

If you are living in the Silicon Valley area and if you have been denied a job because the employer has a “U.S. citizens only” policy, 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 assess your case, and work to protect your rights!

Under Title VII and the Federal Employment and Housing Act (FEHA) it is illegal for an employer to discriminate against employees or applicants based on their gender. According to the law, sex discrimination is defined as treating an employee different from another employee because of their gender. If this discrimination is directed to the “terms or conditions of employment” it is illegal. “Terms or conditions” of employment may include salary, vacation time, promotions, hiring, etc.

The Equal Employment Opportunity Commission (EEOC) brought a suit against Robertson Sanitation, an Arizona based disposal company that works primarily in Georgia. The EEOC alleged that Jeanine Moore, and other women, who applied for truck driving positions with the company were denied the job even though they were more qualified than many male applicants who were given the position. The EEOC and Robertson Sanitation reached a settlement in which the company provided $475,000 to the entire class of women who had brought the action against the company.

If you have been a victim of gender discrimination at your place of 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 fight for you!

Did you know that it is against the law for your employer to pay one gender less than the opposite sex for performing substantially equal work? If your boss has been engaging in this type of discrimination, you should know that it is illegal and it is a violation of the Federal Equal Pay Act.

The Equal Employment Opportunity Commission (EEOC) recently brought a suit against Glacier Northwest Inc., a company that supplies ready mixed concrete, sand, and building materials in the Washington state area. The EEOC brought a suit against this company for paying its female employee cement terminal operators wages that were less than the rates paid to males doing substantially similar work.

Glacier agreed to pay $20,000 to two of the women who had brought the suit through the EEOC. Glacier also agreed to provide training about anti-discrimination to its managers, supervisors, and employees.

If you have been facing this more subtle type of discrimination, stand up for your rights and 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 skilled attorneys will fight for you!

Sexual harassment at work is a painful experience. If you have been a victim, you should know that you should not remain silent. Thousands of people a year face this illegal behavior at work. If you have been sexually harassed at work you have likely experienced one, or both types of harassment.

The first type of harassment is known as “quid-pro-quo” harassment. This sexual harassment occurs when a manager provides you with job benefits or securities in exchange for sex. The second type of harassment is known as the “hostile” work environment. You have experienced the “hostile work environment” if someone at work makes you feel uncomfortable because of your sex through offensive behavior. In order to bring suit, this behavior must be severe and pervasive.

Recently, a Maryland athletic club, Big Vanilla, has agreed to a settlement of $161,000. The Equal Employment Opportunity Commission (EEOC) brought this suit on behalf of three female employees. These employees claim that they were forced to deal with repeated and undesired sexually offensive comments and advances at work. The three women also allege they were fired in retaliation for complaining about the harassment.

If you have been a victim 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 are here for you!

It is illegal for both men and women to sexually harass another person at work. Although it might not be well publicized, men, as well as women, experience sexual harassment at their jobs. Sexual harassment is against the law, regardless of the gender of the harasser or the victim.

If you are a man who has been harassed at work, you may have faced one, or both, types of sexual harassment. First, you may have been a victim of “quid-pro-quo” harassment. This is when a manager provides you with job benefits or securities in exchange for sex. Second, you may have dealt with the “hostile” work environment. In this type of harassment someone at work makes you feel uncomfortable because you are male through offensive behavior. In order to bring suit, this behavior must be severe and pervasive. In other words, you cannot bring a suit over a one-time passing comment.

If you are a male that has faced sexual harassment at work, you should know you are not alone. Contact experienced 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.

Hernias are protrusions of an organ, or body tissues, through part of the muscular tissue of a person’s body. It is very common for hernias to occur in the abdomen. Symptoms of a hernia include pain at the site of the hernia, a visible lump, or other symptoms. If you have been diagnosed with a hernia, most individuals have been advised not to do heavy lifting which might agitate the condition.

If you have a hernia, it might be illegal for your employer to discriminate against you based on your hernia. If you meet the following criteria, you may have an employment law claim if your boss discriminates against you based on your hernia. First, you must show that your hernia has resulted in a physical limitation. Second, you must show that you can still perform the essential functions of your job. Third, you must be able to show that your employer discriminated against you based on your hernia.

If you believe that you meet the above criteria, 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 you fight to protect your rights at work!

Livermore, California is the home to over 80,000 diverse residents. This city is located near San Francisco in Alameda County. Livermore, CA is also home to two national laboratories. Within every industry, workers must be vigilant to ensure that their workplace rights are protected.

It is illegal for your employer to discriminate against you based on your race, 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.

If your boss has discriminated against you, don’t stand idle. 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!

Sexual harassment in the workplace is against the law. This means that your employer may not offer to trade sexual favors for work-place benefits. It is also illegal if a co-worker, manager, employer, etc. makes you uncomfortable because of your sex through severe and pervasive offensive behavior. This type of harassment is known as a “hostile work environment.”

Sexual harassment at work is sadly commonplace. Four San Diego firefighters recently won a suit they brought against the city of San Diego for forcing them to participate in a Gay Pride Parade. The firefighters claimed they were sexually harassed during the parade. They won the suit, and received $34,000 in damages.

If you have been a victim 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 will help you protect your rights at work!

The “glass ceiling” is the idea that certain groups of people (based on sex, race, etc.) face an invisible barrier at work that prevents them from rising about certain positions in their companies. Thus, if a company only hires managers that are men, the women in the company may be fighting against a “glass ceiling.” A “glass ceiling” is often proven by examining a company’s employment statistics.

If you are working in a company and you have experienced a pattern of marked yet “invisible” discrimination against a protected group that you belong to, you may have an employment law 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 you!

Under California law, your boss may not discriminate against you based on your sexual orientation or your perceived sexual orientation. If you have been a victim of sexual orientation discrimination in the workplace, contact Greenberg & Rudman LLP at 1-800-ALAWPRO or 1-800-252-9776 for a free consultation.

Sexual orientation discrimination can be a very painful experience for individuals. California residents should know that this type of behavior is not acceptable in the workplace. If you have been a victim, it is very important that you file a complaint with the California Labor Commission no more than 30 days after you are discriminate against. This enables you to bring a suit against your employer in court.

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 attorneys and can help you protect your rights at work!