San Francisco Employment Lawyer Blog

If you have recently been fired after receiving assurance of continued employment, you may be able to sue. In certain situations, an employee without a written employment contract may have an “implied contract.” An implied contract is a contract that is created by both circumstances and oral statements. However, even if you have an implied contract for continued employment, your boss may fire you for good cause.

There are several factors to examine when determine if an implied contract has been created. First, a court will look at the employee’s length of service. The longer the time an employee has been working for a company, the more likely it is they have an implied contract. Therefore, if you were fired after only been working for a company for two weeks, you likely do not have an implied contract. Second, a court will look at the company’s progressive discipline policy. If a company has a policy that institutes several warnings and probation periods before firing, it is more likely that an implied contract exists. Third, courts will also look at employee benefits programs. These types of programs include retirement programs and 401K programs. The presence of these programs may help to prove an implied contract.

If you have recently lost your job after repeated assurances of job protection, and you feel that your employer has no good reason to fire you, you may have an implied contract. Don’t hesitate to call for help. Call the attorneys at Greenberg & Rudman LLP for a free consultation! You can reach us 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.

If you are a pregnant employee, you are protected under California and federal law from pregnancy discrimination. California’s pregnancy discrimination prohibition arises from the Fair Employment and Housing Act. This act applies to most employers with at least 5 workers. Federal law, Title VII, also protects pregnant employees from discrimination. This law applies to employers with 15 or more employees.

If you are a pregnant employee, you should know that your employer may not discriminate against you based on your pregnancy, childbirth, potential pregnancy, or related conditions. In addition, your employer has several obligations towards you. Employer must transfer you to an available position that is less strenuous or hazardous if your doctor advises it. If your employer does not have an available position, he must create one for you, unless he would be “unduly burdened.”

Pregnancy discrimination may arise in a variety of situations. For example, your employer may not refuse to hire you because of your pregnancy, pregnancy related condition, or because of prejudice of co-workers, clients, or customers. In addition, your boss may not single out workers with pregnancy-related conditions that need to go through special procedures to determine whether they will be able to work. If you are unable to work because of your pregnancy, your employer must treat you like any other temporarily disabled employee.

If you have been a victim of pregnancy discrimination, get help today! Last year, the Equal Employment and Opportunity Commission recovered over $12.2 million in damages for plaintiffs who faced discrimination based on their pregnancy. Get help now! Call the attorneys at Greenberg & Rudman LLP. You can reach us 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.

While homosexual individuals may face painful discrimination from society, discrimination based on sexual orientation is against the law when it occurs in the workplace. If you are a gay or lesbian employee, your employer may not treat you differently because of your orientation. Don’t remain silent, get help now! California law protects homosexual individuals by prohibiting discrimination against an employee because of their sexual orientation or their perceived sexual orientation. This means that if your employer treats you badly because they think you are gay, but you are not, this is still illegal.

It is very important for individuals to realize that there is a statute of limitations on sexual orientation discrimination claims in the workplace. A statute of limitations is basically a deadline for filing a sexual orientation discrimination lawsuit. In this case, an employee who has been a victim of sexual orientation discrimination must report the discrimination to California Labor Commission no more than 30 days after she was discriminated against. Therefore, if you were denied a job because of your sexual orientation, you must file a complaint with the California Labor Commission within 30 days of the date of the denial.

If you have been discriminated against because of your sexual orientation, don’t wait to get help! Call the experienced attorneys at Greenberg & Rudman LLP for a free consultation. You can reach us at 1-800-ALAWPRO or 1-800-252-9776. You can also visit us at www.discriminationattorney.com to learn more. Our team is here for you!

If your employer has not been paying you for the hours you have worked, you may have an employment claim. Did you know that California minimum wage is currently $8 per hour? If you are an hourly employee and your employer refuses to pay you minimum wage, he is in violation of California law. In addition, your employer is required to pay you in the form of cash or a type of legal compensation. It is against the law for your employer to pay you in the form of a coupon or token that can only be spent at a store run by your employer. In addition, employee discounts do not count towards the minimum wage requirements.

Your employer must also pay you and co-workers of the opposite sex similarly for similar work. Specifically, if male and female employees perform jobs that require substantially equal skill, effort, and responsibility, in similar working conditions, the employer must pay the employees similarly. If you think that you have been denied wages owed to you, don’t remain quiet. Get help now!

Wage-based employment claims are not uncommon. Recently, a judgment in a class-action wage-based lawsuit was entered. The judgment ordered a state to pay $42 million to former workers who were allegedly consistently underpaid for their work. If this story sounds familiar, contact the skilled attorneys at Greenberg & Rudman LLP. You can reach us 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.

Under both California and Federal law, your employer may not discriminate against you based on your gender. California’s Fair Employment and Housing Act protects employees from this type of discrimination. Under federal law, Title VII protects against sex discrimination at work. Title VII applies to most employers with over 15 or more employees. This includes state governments, local governments, employment agencies, labor organization, and the federal government. Employees receive more protection under California law as the Fair Employment and Housing Act applies to employers with 5 or more employees.

Sex-based discrimination is treating an employee differently than another employee because of their gender. This type of discrimination becomes illegal when it affects the “terms and conditions” of employment. “Terms and conditions” include things such as salary, hours worked, schedules, vacation time, etc. There are two basic types of gender discrimination: disparate treatment and disparate impact. Disparate treatment discrimination is clear-cut discrimination. It occurs when an employee is treated differently because of their gender. Disparate impact discrimination occurs when a company policy tends to exclude on gender or the other from a promotion. The policy, however, was not intended to have that effect.

Recently, a doctor was sued in a gender discrimination case. The lawsuit alleged that he subjected female employees to abusive and demeaning treatment. If you have been a victim of either disparate treatment gender discrimination or disparate impact gender discrimination, get help today! Call the experienced employment attorneys at Greenberg & Rudman LLP. You can reach us 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.

While you may know that it is illegal for your employer to discriminate against you because of your country of national origin, did you know that it is also illegal for your employer to harass you based on your national origin? National origin discrimination is illegal. Examples of national origin harassment may include the use of racial slurs and derogatory comments. National origin discrimination is against the law, and it violates Title VII of the Civil Rights Act of 1964. Title VII applies to employers with over 15 or more employees. National origin discrimination is treating an employee less favorably because he or she comes from a certain country. If you have been a victim, you are not alone.

Recently, the Equal Employment and Opportunity Commission (EEOC) brought a case against The Sahara Hotel and Casino in Las Vegas. The lawsuit alleged that the hotel subjected an Egyptian employee to national origin harassment and discrimination. The harassment included offensive comments, slurs, and graffiti. He was called repeatedly called “Bin Laden,” “Taliban,” and told to “go back to Egypt.”

If you have been forced to endure racial slurs, comments about your ethnicity or accent, or have been treated less favorably than people of other races by your employer, you may have been a victim of national origin discrimination and/or harassment. If you have been a victim, or if you need more information, call the experienced attorneys at Greenberg & Rudman LLP. We can help you through this experience! Call us 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.

Under the Americans with Disabilities Act (ADA), it is illegal for your employer to discriminate against a “qualified” individual because of their disability. A “qualified” individual with a disability means that the applicant must be able to do the job with or without reasonable accommodation. “Reasonable accommodation” includes things such as making existing facilities readily accessible to people with disabilities, modifying schedules, modifying equipment or devices, etc. A person is considered disabled if they have a physical or mental impairment that substantially limits one or more major life activities, has a past history of such an impairment, or is regarded as having such an impairment.

If you think that you have been a victim of disability discrimination, you are certainly not alone. In 2008 alone, the Equal Employment and Opportunity Commission (EEOC) received over 19,453 charges of disability discrimination. Recently, the EEOC brought a suit against a food service company, AVI Foodsystems, Inc., on behalf of several employees with disabilities. The lawsuit alleged that the company refused to allow employees with disabilities to return to work even with a no-restrictions doctor’s release. AVI Foodsystems agreed to settle the case by paying more than $90,000 and provide jobs to the plaintiffs in the case.

If you have also been a victim of disability discrimination, get help now! Contact our team of skilled attorneys at Greenberg & Rudman LLP. You can reach us 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.

Sexual harassment is a serious issue. The Equal Employment Opportunity Commission (EEOC) has received a growing number of sexual harassment complaints over the years. In 2007, the EEOC received 12,510 allegations of sexual harassment. This number rose to 13,867 to 2008. There are two types of sexual harassment. If you have been a victim of either type of sexual harassment, you can get help!

The first type of sexual harassment is “quid-pro-quo” harassment. This type of harassment occurs when your employer or supervisor asks for a sexual favor in exchange for a work-related benefit. For example, if an employer offers to give you the job if you sleep with him, this is harassment. In addition, sexual harassment may arise in the form of the “hostile workplace environment”. This type of harassment occurs when your boss, supervisor, or co-worker makes you feel uncomfortable because of your sex. The conduct that makes you feel uncomfortable must be offensive and severe and pervasive. Therefore, if a co-worker and you enjoy exchanging sexual jokes, this would not be considered harassment. However, if a co-worker continual tells you sexual jokes that you find offensive, this may be sexual harassment.

The EEOC has recently settled a case with Luby’s Restaurant. The lawsuit was brought on behalf of a class of female employees who were allegedly subjected to a hostile work environment for several years. According to the lawsuit, the women were forced to endure repeated unwanted sexual touching, sexual comments, inappropriate gestures, and sexual innuendo. If you have also faced sexual harassment, call our team of employment attorneys at Greenberg & Rudman LLP. You can reach us 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.

Did you know that it is illegal for your employer to favor males when promoting employees? Gender discrimination is against the law. Sex discrimination is defined as treating workers differently because of their gender. When this treatment affects the “terms and conditions” of employment, it is illegal. “Terms and conditions” include things such as vacation time, salary, title, scheduling, etc.

There are two basic types of gender discrimination. First, there is “disparate treatment.” This type of discrimination is straight-forward discrimination that involves an employer treating an employee differently because of their gender. The second type of discrimination is “disparate impact.” This type of discrimination occurs when a company policy tends to exclude one gender from promotions or opportunities. The policy wasn’t designed to have this effect, it was just the unfortunate side-effect. Aside from these types of discrimination, it is also illegal for an employer to refuse to pay men and women equally. Under the Equal Pay Act, men and women who perform jobs that require substantially equal skill, effort, and responsibility, in similar working conditions, must be paid similarly.

Recently, Dell Inc., a large computer company agreed to settle a gender discrimination lawsuit for $9.1 million. The lawsuit alleged that Dell had discriminated against its female employees in relation to compensation and promotions. If you have faced similar discrimination, get help now! Call the experienced attorneys at Greenberg & Rudman LLP. You can reach us 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.

Amnesia is a medical condition that affects a person’s memory. Amnesia may be caused by brain damage, trauma, disease, or psychological conditions. Amnesia is characterized by an individual been unable to recall past events, being unable to make new memories, or having difficulty imagining the future. If you are suffering from amnesia, you are not alone. Your employer also has a duty to treat you in an non-discriminatory manner.

If you have amnesia, and your employer has discriminated against you because of your amnesia, you may be able to sue. In order to have a claim, you must be able to show that your amnesia has resulted in physical limitations, that you can still perform the essential tasks of your job, and that your employer has taken an adverse action against you. An “adverse action” includes termination, demotions, etc. Your employer may have discriminated against you based on your amnesia in several ways. For example, discrimination includes your employer does not allow you to miss work for medical appointments, not accommodating your need to take a reasonable time off work, not providing you with reasonable on-site accommodations for your amnesia, and not retraining you after the onset of amnesia so that you may continue your employment.

If you have faced discriminated based on your amnesia, know that you have options! Stand up for your rights at work and call the experienced lawyers at Greenberg & Rudman LLP. You can reach us 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.

Gilroy, California is part of the greater Santa Clara County. This town is home to over 46,900 residents. Gilroy is known for its garlic crop, and is lovingly called the “garlic capital” of the world. If you live in this northern California city, you should know that you are protected by a variety of employment laws. Discrimination based on your race, gender, disability, religion, ethnicity, national origin, sexual orientation, and/or age (over 40 years) is illegal.

If you live in the Gilroy area, you should know that it is against the law for your boss to discriminate against you based on any of the previously mentioned factors. If you have been a victim of discrimination, you should know you are not alone. Stand up for your rights, and get help today!

While you may know that it is illegal for your employer to discriminate against you, did you also know that your Gilroy boss may not harass you based on your race, gender, disability, religion, national origin, sexual orientation, and/or age? If you have been a victim of harassment or discrimination, contact the employment lawyers at Greenberg & Rudman LLP. You can reach us 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.

A suit was recently filed against Northwest Mutual Life Insurance Co. on behalf of all sales and financial representatives at the company who were denied overtime compensation. The lawsuit is for $200 million. The company alleges the plaintiffs were not employees of Northwest Mutual Life and were only independent contractors. The two California plaintiffs alleged they were forced to work more than 40 hours per week but were paid less than the California minimum wage, which was $8 per hour at the time.

If you have been denied overtime pay for the overtime hours that you have worked, you many have a claim against your employer. California employees are protected by both California and federal wage laws. California has a higher minimum wage than that is required by federal law. Typically, California law is more protective of employees in comparison to federal law. However, overtime laws do not apply to exempt employees. Exempt workers include managers and assistant managers. However, classification as a “manager” or “assistant manager” does not necessarily place you in an exempt category.

If you believe you have been denied overtime, or if you have questions about wage law, you should contact our experienced team of employment attorneys at Greenberg & Rudman LLP. Stand up for your rights at work! Contact us 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.

Are you living in the Northern California area? Has your boss fired you, or made you feel inferior because you use a cane or have difficulty walking? Many individuals have difficulty walking due to disabilities and injuries. Disability discrimination is illegal under both California and Federal law. Under federal law, disabled individuals are protected from discrimination under the Americans with Disabilities Act (ADA). This act makes it illegal for a boss to discriminate, or fire, a worker because they are disabled. Under California law, a disabled employee is protected under the Fair Employment and Housing Act (FEHA). This act is similar to the ADA, but is more protective of employees.

However, if you have suffered disability discrimination at work you may only bring a claim under either the ADA or FEHA if you are a “qualified individual with a disability.” This means that you must be capable of doing the job. For example, a blind individual is likely not qualified for an air traffic controller position at an airport because the sense of sight is necessary to perform the job. If you have trouble walking, but do not need to do a lot of walking for your position, an employer may not refuse to hire you, or fire you, because of your disability.

Recently, Kmart was sued by the Equal Employment and Opportunity Commission (EEOC) on behalf of Alonzo McGlone. McGlone was a greeter as Kmart and alleged he was discriminated against because he was not allowed to use a cane at work. McGlone had difficulty walking due to his spinal stenosis. If you, like this worker, have been discriminated against because of your disability, you should contact employment attorneys today! Get in touch with the skilled discrimination attorneys at Greenberg & Rudman LLP. You can reach us 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.

Are racial comments and jokes common at your workplace? Do you feel uncomfortable, insulted, offended, or intimidated by reoccurring comments relating to your race or ethnicity? Racial discrimination is illegal under both California and Federal law. Regardless of your own race, you are protected from being discriminated based on your race, ethnicity, and national origin in relation to the “terms and conditions” of your job. “Race” is typically defined as a person’s ancestry or ethnic characteristics. “Terms and conditions” include anything relating to your job, including vacation time, title, pay, hours worked, etc.

There are two types of racial discrimination: disparate treatment and disparate impact. Disparate treatment is the simplest form of race discrimination as it basically means treating someone differently because of their race. Disparate impact discrimination occurs when a company policy has the effect of excluding certain races from jobs or promotions, but was not intended for that purpose.

A lead network engineer for Starbucks sued the company for racial discrimination. The employee, Victor Washington, an African American alleged that the racial discrimination and retaliation was “so severe that it required him to take a medical leave of absence.” He allegedly suffered from race-based comments including a co-worker who told him to “fetch” [the co-worker’s] umbrella and to tie his shoes. The case was recently settled, and Starbucks agreed to pay the former employee $120,000.

If you have faced the painful experience of racial discrimination at work, call employment attorneys at Greenberg & Rudman LLP today! You can reach us 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.

Have you reported illegal behavior that was occurring at your job? Are you now in fear of losing your employment? You may be protected under Whistle-Blowing statutes. “Whistle-blowing” occurs when a worker reports an employer who is breaking the law to law enforcement or a government agency. In order to be protected by “Whistle-Blowing” statutes, you must have reported the illegal activity to someone outside the company. If you fit this description, you may be protected under the Whistle-Blowing statutes.

Your employer does not necessarily have to have broken the law for you to be protected under Whistle-Blowing statutes. If you believed that the employer was engaging in an illegal activity, this is sufficient to protect you. Whistle-blowing statutes exist to encourage employees to report illegal happenings. If you have stood up for the right thing, and if you have been fired as a result you may be protected as a Whistle-blower, and your boss cannot fire you in retaliation. Even if you are protected, this does not mean that you cannot be fired for any reason. If you are not performing well at the job, your boss may still fire you legitimately.

If you are a Whistle-Blower and have recently been fired, you may have an employment claim. If you are not protected under Whistle-blowing statutes because you have reported the wrongdoing to someone inside the company, you still may be protected under other California or Federal law. Don’t hesitate to protect your right to work! Call the experienced employment lawyers at Greenberg & Rudman LLP. You can reach us 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 you through this trying time!

If you have been discriminated at work based on your atrophy you may have an employment claim. An atrophy is the wasting away of a part of the body or tissue. This may be caused by poor nutrition, poor circulation, tissue disease, lack of mobility, and other reasons. Unless the atrophy is severe, it may be revised through exercise. Aside from exercise, other treatments may include whirlpool baths and heat application.

If you believe your boss has been discriminated against because of your atrophy, you may have an employment claim. In order to bring an employment claim for discrimination based on your disability, you must be able to show that your atrophy is considered a “disability” under that law, that your atrophy results in physical limitations, that you can still perform the essential functions of your job (with or without reasonable accommodation), and that your employer discriminated against you based on your disability.

If you have been discriminated against because of your atrophy, you may be protected under the Americans with Disabilities Act (ADA) from discrimination based on your condition. If you have been a victim of discrimination don’t hesitate to call the experienced discrimination attorneys at 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!

South San Francisco, a city in San Mateo county, is positioned just north of the San Francisco airport. This city is home to many people, over 61,600 residents. If you live in the South San Francisco area, you know that this town is very diverse. Over 32 percent are Hispanic/Latino, and over 34 percent are Asian. If you live in the San Francisco area, you should know that you are protected from discrimination and harassment in the workplace.

Under California and federal law, you are protected from discrimination and harassment at work. It is illegal for your boss to discriminate against you based on race, religion, ethnicity, national origin, sexual orientation, age, and/or gender. If you believe that you have been a victim of discrimination, don’t hesitate to get help.

If you have been treated differently from other co-workers based on your race, religion, ethnicity, national origin, sexual orientation, age, and/or gender, you may have an employment claim. Contact the highly skilled attorneys at 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.

If you are a pregnant employee, you should know that you are protected from pregnancy discrimination by the Pregnancy Discrimination Act. The Act applies to employers who have 15 or more employees. The Pregnancy Discrimination Act is an amendment to Title VII of the Civil Rights Act.

Under this act, it is illegal for an employer to discriminate according to pregnancy, childbirth, and related conditions. Under Title VII, an employer cannot refuse to hire a woman because she is pregnant, or because of concern that her pregnancy would bother clients, co-workers, or customers. Title VII also protects women in relation to taking leave from work. An employer must allow a woman to work as long as she is able to perform her job. If a woman takes pregnancy leave, the employer must keep her job open as long as they would hold a job open for employees on a leave for a disability or illness.

A woman who is receiving health insurance provided by an employer must cover pregnancy related conditions. However, an employer does not have to provide health insurance that covers the costs of abortions, except when the mother’s life is endangered. Also, your boss must provide spouses of female workers the same coverage as spouses for male workers. If you have been a victim of pregnancy discrimination, don’t hesitate to stand up for your rights. Call the experienced attorneys at Greenberg & Rudman LLP now! You can reach us 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.

Regardless of your religion, you are protected from discrimination based on your faith by the Civil Rights Act of 1964. The act applies to employer with 15 employees or more and forbids employers from discriminating against workers based on religion in the “terms and conditions” of employment. “Terms and conditions” of employment include things such as salary, hiring, firing, vacation time, promotions, etc.

Most people may know that the act protects employer from treating workers less favorably because of their religion. However, it is also illegal for employers to treat employees more favorably because they belong to a particular religion. In addition, your boss must reasonably accommodate your sincere religious beliefs. A “reasonable religious accommodation” is an adjustment to the work environment that allows the employer to practice his/her religion. This may include things such as flexible scheduling, modification of grooming requirements, voluntary substitutions or swaps in work schedules, etc. While your boss is required to make “reasonable accommodations” for your religious faith, an employer is not required to do this if it would be an “undue hardship.” An “undue hardship” includes adjustments that would cost more than average administrative costs, lessens work efficiency, etc.

Religious discrimination is not as uncommon as one may think. In 2008, the Equal Employment and Opportunity Commission (EEOC) received over 3,200 charges of religious discrimination. Out of these cases, over 2,727 were resolved, and $7.5 million were recovered in damages. If you believe you have been a victim of religious discrimination, contact the attorneys at 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.

Retaliation occurs when your employer fires, demotes, or otherwise punishes you for filing a charge of discrimination, participating in a discrimination proceeding, or standing up against discrimination. In order to fit a “retaliation” claim, your employer must have taken an “adverse action” against a “cover individual” who engaged in a “protected activity.” An “adverse action” is any action that a boss takes to prevent or oppose someone who engages in opposing discrimination. Typical “adverse action” includes firing, demotions, refusals to hire, threats, etc. A “covered individual” includes anyone who have opposed unlawful employment activities, or participated in discrimination proceedings. “Protected Activity” includes things such as complaining about discrimination, threatening to file a charge of discrimination, refusing to act in a discriminatory manner, etc.

Recently, the Equal Employment and Opportunity Commission (EEOC) had sued Ryan’s Steakhouse, a restaurant, for race/sex discrimination and retaliation. It was alleged that the females that worked for the company were repeatedly harassed because of their gender and black workers faced racial discrimination. The EEOC alleged that all of the plaintiff’s suffered from retaliation from reporting the harassment and discrimination.

If you have found yourself in a similar situation, don’t hesitate to get help! This behavior is unacceptable and illegal. Call the skilled employment attorneys at Greenberg & Rudman LLP. You can reach us 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 fight for your rights!

Sexual harassment is a very serious issue. If you have been a victim, you know just how terrifying this experience can be. You should know that you are not alone. Sexual harassment is illegal, and there are ways you can help yourself. First, you should know there are two types of sexual harassment: quid-pro-quo harassment and hostile work environment harassment. Quid-pro-quo harassment is the type of harassment that involves a “trade.” If your boss asked you to do a sexual favor in return for a job perk, this is “quid-pro-quo” harassment. The hostile work environment is a type of sexual harassment that occurs when you are made to feel uncomfortable because of your sex. In order to bring a claim, sexual harassment must be “severe and pervasive.” Thus, if your boss made a one-time sexual joke you may not have been sexually harassed. However, if your co-workers are constantly making sexual jokes and innuendos, you may have been sexually harassed.

Recently, the Equal Employment and Opportunity Commission (EEOC) sued a plant nursery for severe sexual harassment. The EEOC alleged that one female worker was repeatedly isolated and raped at work. The company was also charged with harassment of another worker who faced continual sexual innuendos, propositions for sex, and inappropriate touching.

If you have had the misfortune of fighting similar unacceptable behavior or other types of sexual harassment, do not remain silent. Greenberg & Rudman LLP has a team of experienced attorneys that will fight for your rights to a safe and non-threatening work environment. Stand up for your rights and call us 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.

The Equal Pay Act is an amendment to the Fair Labor Standard’s Act. Under this Act, your boss may not discriminate in pay on the basis of sex. Therefore, if your boss cannot choose to pay you less simply because you are one sex or the other. Under this act, male and female employees who perform jobs that require substantially equal skill, effort, and responsibility, in similar working conditions, must be paid equally. However, an employer may show that discrepancies in pay exist for other reasons. For example, it is permissible to pay male and female employees differently because they have more experience, education, etc.

Recently an international military contractor company was sued by the Equal Employment Opportunity Commission (EEOC) for an equal pay violation. The company allegedly discriminated against several temporary female employees by paying them less than employees who performed the same jobs. The parties have settled the suit, and the military contractor company will pay $110,000 in damages.

If you believe that you are paid less than an opposite sex co-worker for a job that involves the same skill, effort, responsibility, and similar working conditions you may be able to bring a suit against your employer. Don’t hesitate to find out what rights you have, contact the skilled attorneys at Greenberg & Rudman LLP. You can reach us 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.