San Francisco Employment Lawyer Blog

The large retail store, Target, Inc., has been sued for disability discrimination. This famous chain store has over 1,700 stores located in over 49 different states. The lawsuit alleges that Target discriminated against a worker with cerebral palsy when it significantly reduced his work hours and denied him reasonable accommodations. The store did not notify the employee’s job coach or parents and forced the worker to attend in-person meetings regarding his job performance by himself.

If you have found yourself in a similar position, you can get help. The Americans with Disabilities Act (ADA) is a federal Act that prevents employers from discriminating against qualified workers based on their disabilities. This Act applies to employers with 15 or more employees. Under this act, a person is considered “disabled” if they have a physical or mental condition that substantially limits one or more major life activities, if they have a past history of having such an impairment, or if they are regarded as having such an impairment. A person is considered to be a “qualified employee” with a disability if they can perform the essential tasks of the job with or without reasonable accommodation. Reasonable accommodations may include making existing facilities used by workers usable and accessible to people with disabilities, restructuring jobs, modifying work schedules, acquiring modifying equipment or devices, etc.

While an employer must make a reasonable accommodation for an employee if it would not impose an “undue hardship” on him, the employer is not required to lower quality or production standards to make such accommodations. If you have been a victim of disability discrimination at your Northern California job, call the skilled team of 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.

The national hardware chain-store, Lowe’s, just settled a sexual harassment lawsuit that was brought against the company earlier on. The lawsuit alleged that three former workers were subjected to a sexually hostile work environment. In addition to facing sexual harassment, the lawsuit alleged that after complaining, the employees were retaliated against. In addition to agreeing to a $1.7 million settlement, Lowe’s agreed to institute comprehensive training on sexual harassment prevention in Lowe’s stores in several states.

If you think you have been a victim of sexual harassment, you should be aware that there are two basic types of harassment. The first type of sexual harassment is “quid-pro-quo” harassment. This phrase is Latin for “a trade.” This type of sexual harassment occurs when an employer asks for sexual favors in exchange for perks at work. For example, if your boss offers you a promotion or raise if you sleep with him, this is an example of quid-pro-quo harassment.

The second type of sexual harassment is known as the “hostile environment.” This type of sexual harassment is more subtle and it occurs when you are made to feel uncomfortable because of your sex. The behavior that made you feel uncomfortable must not only be offensive, but it must also be severe and pervasive. For example, if you and a coworker enjoy exchanging offensive sexual jokes, this is not harassment. However, if you are continually subjected to listening to co-workers exchange sexual jokes that make you feel uncomfortable, this may be sexual harassment.

If you would like to know more about sexual harassment, and if you would like to find out if you have been a victim of sexual harassment, call the experienced lawyers 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.

Polio is a condition caused by a virus. In many cases, polio infections are asymptomatic. In approximately one out of one-hundred cases, the virus will enter the central nervous system. Once inside the nervous system, polio can infect and destroy motor neurons that can cause weakness or paralysis of the muscles. People that have been affected by polio may need to walk with a cane and may also suffer from gastrointestinal infections, respiratory tract infections, and an increase in white blood cells. The effects and pervasiveness of this disease have been lessened by the development of the polio vaccine in the 1950’s.

In order to bring a suit for discrimination if you have polio or another disability, you must be able to show that you have been disabled, are regarded as disabled, or have a record of being disabled. In addition, you must be able to show that your disability results in physical limitations, that you can still perform the essential tasks of your job, and that your employer has taken some form of adverse action against you. Adverse actions include things such as firing, not hiring, demoting, etc.

You may have faced discrimination based on your polio or disability without recognizing it. Some examples of ways in which you may have been discriminated against include your boss not allowing you to miss work for medical appointments, not accommodating your need to take a reasonable time off from work, not providing you with reasonable at-work accommodations for your polio, and not accommodating your weakened muscles and limbs and need to walk with a cane.

If you have been treated differently than other workers because of your polio or other disability, contact our team of experienced attorneys at Greenberg & Rudman LLP. 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. We are here to help you fight for your rights at work.

Santa Cruz is a beach town located in Santa Cruz County. This unique city is home to beautiful natural landscapes and the University of California Santa Cruz. Santa Cruz is home to over 56,000 residents. This northern California city has a large Hispanic/Latino population comprising around 16 percent of the residents. In addition, almost 6 percent of Santa Cruz’s population is from an Asian background. If you live near or in this city, you should know that you are entitled to a discrimination free environment at work.

Did you know that discrimination based on your race, gender, disability, religion, sexual orientation, and/or age (over 40 years)? Not only is it illegal for your boss to discriminate based on any of these characteristics, but it is illegal for your boss to harass you on the basis of any of these characteristics. If you have been discriminated or harassed on any of these characteristics, know you are not helpless.

If you are a Santa Cruz, California resident you can get help. Call the experienced attorneys at Greenberg & Rudman LLP. Our team of lawyers is here to help you. Call us at 1-800-ALAWPRO or 1-800-252-9776. You can also visit us at www.discriminationattorney.com to learn more.

If you have been subjected to inappropriate touching, offensive sexual innuendo, unwanted sexual advances or other harassing behavior, you may have an employment claim. Sexual harassment is a very serious issue, and is a complicated area of employment law. There are two basic types of sexual harassment. The first type is “quid-pro-quo” harassment. “Quid-pro-quo” is Latin for “a trade.” This type of sexual harassment occurs when your employer tries to barter with you by using work related benefits to obtain sexual favors. The second type of harassment is the “hostile environment” harassment. This type of harassment occurs when offensive conduct makes a worker feel uncomfortable because his or her sex. This type of offensive behavior must also be severe and pervasive. For example, if your co-workers continually tell sexist or sexual jokes and you are offended, you may have experienced the hostile environment sexual harassment.

The national home improvement chain, Lowe’s, was sued by the Equal Employment and Opportunity Commission. The lawsuit alleges that the company allowed sexual harassment to become pervasive within the company. Both male and female managers were allegedly involved in harassing coworkers. The hostile work environment caused employees to deal with months of harassment including physical and verbal harassment. The harassment reached such an extreme level that one worker was allegedly sexually assaulted.

If you have been a victim of sexual harassment at your northern California job, you need to get help! Our team of skilled employment lawyers is here to help you! 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. We are here to help you!

If you are a disabled individual, you are protected from disability discrimination by the Americans with Disabilities Act (ADA) of 1990. This Act applies to employers with 15 or more employees. It prohibits disability discrimination in regards to qualified individuals at private places of employment, state and local governments, employment agencies, and labor unions. Under the ADA, an individual is considered disabled if they have a physical or mental impairment that substantially limits one or more major life activities, has a record of such an impairment, or is regarded as having such an impairment.

A qualified applicant or employee that has a disability is a person who can perform the essential tasks of the position with or without reasonable accommodation. Reasonable accommodations include things such as making existing facilities usable by employees with disabilities, restructuring jobs, modifying schedules, obtaining modifying equipment or devices, etc.

Disability discrimination is a serious issue. In 2008 alone, the Equal Employment an Opportunity Commission (EEOC) received over 19,000 disability discrimination complaints. Out of these complaints, the EEOC recovered over $57.2 million in damages. Recently, the St. Louis Rams football team settled a discrimination case for $134,000. According to the suit, an assistant trainer who had worked with the team for 11 years was fired because he had epilepsy. If you have been fired or denied a job because you have a disability, get help now! 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.

Age discrimination is a serious issue, and it is a violation of both California and federal law. California’s Fair Employment and Housing Act (FEHA) and the federal Age Discrimination in Employment Act (ADEA) both protect workers over the age of 40 years. California’s FEHA applies to employer with 5 or more employees. The federal ADEA applies to employers with 15 or more employees. It is important to note, that in order to be protected from age discrimination, you must be 40 years or older. If you are denied a job because of your age, but you are only 39, you are not protected by these age discrimination acts.

Age discrimination is a growing concern. The Equal Employment and Opportunity Commission (EEOC) received 19,103 complaints of age discrimination in 2007. This number rose dramatically to 24,582 in 2008. If you have been a victim of age discrimination, you are not alone. AT&T was recently sued for allegedly discriminating against former employees based on their age. These employees had retired early under voluntary retirement programs. They were denied the opportunity for reemployment solely because they retired early. The end result of this policy was to exclude those older workers from reemployment.

If you have faced age discrimination in your workplace, 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.

Religious discrimination is illegal. Both California and federal law protects victims of religious discrimination. In order for discrimination based on faith to be illegal, your employer must have discriminated in relation to the “terms and conditions” of employment based on your religious background. “Terms and conditions” include hiring, firing, promotions, vacation time, titles, etc. Under federal law, your employer must make reasonable accommodations for a person’s religious practices or faith in the workplace. An employer is only excused from this requirement if the accommodation would impose an undue hardship on him or her.

Not only is religious discrimination against the law, but your employer may also not ask you about the specifics of your religious beliefs, your availability on holidays, or to require a dress code that violates a person’s religious beliefs or practices. Often times, people who experience religious discrimination have also experienced harassment based on religion. Both unwanted and offensive behaviors are against the law. You should seek the help of experienced attorneys to deal with either or both issues.

A woman recently sued her employer for wrongfully terminated her from her job with a property management company. The former employer alleged that her Mormon boss fired her because she was Catholic. If you believe you are a victim of religious discrimination or harassment, get help today! Call 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.

“Whistle Blowing” occurs when an employee tells on his or her boss because he or she is breaking the law. In order to be protected by “whistle blowing” statutes, the employee must have reported the illegal behavior to a law enforcement or government agency. If you reported the behavior internally, you may be protected under other laws. If you have blown the whistle on your boss, you are protected from being fired or retaliated against for your actions. It is illegal for your employer to fire you, demote you, or punish you for your actions.

If you blew the whistle on your boss, and you later realized that his or her activity was not illegal, you may still be protected under the law. You are protected by whistle blowing statutes as long as you reasonably believed that you were reporting a violation of the law. If you are a whistle blower, this does not mean that you cannot be fired for any reason at any time. Your employer is still entitled to fire you for good cause.

Whistle blowing is a hot political topic. Recently, an article was published by The Washington Times that discussed the potential effect of President Obama’s administration on protection of whistle blowers within the Federal Bureau of Investigation (FBI). If you believe that you have been wrongfully fired or that you have been retaliated against because you blew the whistle on your boss, get help today! Call our team of 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.

If you have been fired because of your race, you can get help! California and federal laws protect you from race discrimination at your place of work. Under the law, your boss may not discriminate against you because of your race on the “terms and conditions” of employment. “Terms and conditions” include things that are related to an individual’s job. Some examples include vacation time, salary, titles, positions, etc. “Race” is defined as a person’s ancestry or ethnic characteristics.

Not only is it illegal for your employer to discriminate against you because of your race, but it is illegal for your employer to discriminate against you because of the race of the people you associate with. Thus, it is illegal for your employer to discriminate against you because you are married to a person of another race. Did you know that it is also illegal for your employer to discriminate against you based on ethnic characteristics? An employer cannot favor a “light-complexioned” African American individual over a dark complexioned African American individual.

There are two basic types of race discrimination. The first type is disparate treatment discrimination. This is straight-forward discrimination and involves an individual being treated different because of their race. The second type of discrimination is disparate impact discrimination. This type of discrimination occurs when a company policy excludes or prevents individuals of a certain race from certain jobs or advancements.

Race discrimination is sadly all too common. If you have been a victim, you should know you are not alone. Recently, a former assistant managing editor of The Wall Street Journal brought a lawsuit against Dow Jones & Co. for racial discrimination. The company denies the allegation. If you believe you are a victim of race discrimination, get help now! Contact the discrimination 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.

California and federal law protect employees from sex discrimination. Gender discrimination is illegal under California’s Fair Employment and Housing Act and federal Title VII law. Sex discrimination is illegal when it affects the “terms or conditions of employment.” “Terms and conditions” of employment include things such as salary, vacation time, scheduling, shifts worked, etc. There are two basic forms of gender discrimination: disparate treatment and disparate impact.

Disparate treatment gender discrimination is clear-cut discrimination. This type of discrimination occurs when an employee is treated different because of their sex. Disparate impact discrimination is more complicated. This type of discrimination occurs when certain individuals are excluded from jobs or promotions because of a company policy. The policy, however, was not intended to prevent the group’s exclusion. Therefore, if your company has a policy that results in women not being allowed to advanced to higher positions, this may be an example of disparate impact discrimination.

Boeing, a large airplane manufacture, was recently involved in a gender discrimination suit brought by two former employees. The women were allegedly “set-up to fail” at their jobs and subjected to unwelcoming behavior at work because of their gender. This type of discrimination is not only wrong, but it is against the law! If you have faced similar discrimination at your job, 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.

An individual is defined as having short statute when he or she is below the expected height. Shortness does not have a specific definition and is often context related. Severe shortness can be caused by family genes or can be due to certain conditions such as malnutrition, disease, hormone deficiency, and birth defects. There is no treatment for short statute, but there are different accommodations that can help a person with short stature lead an easier life. These things include lower kitchen sinks, lower bathroom amenities, and car amenities.

If your boss has discriminated against you because of your disability, you may be able to bring an employment claim. In order to bring suit, you must be able to show that you are disabled, regarded as disabled, or have a history of being disabled. In addition, you must be able to show that your short statute results in physical limitations, that you can still perform the essential functions of your job, and that your employer has taken an adverse action against you on the basis of your short statute. “Adverse actions” may include things such as refusing to hire you, firing, or demoting you.

Examples of ways in which your employer may have discriminated against you include your boss not allowing 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 disability, and not providing you with on-site accommodations to allow someone of your height to work.

If you have been a victim of discrimination based on your short stature, get help today! Call our experienced team of discrimination 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.

Rohnert Park is a city of over 40,000 individuals. This northern California city is located near two major California fault lines, and has experienced earthquakes from both of them. While not one of the most diverse cities, Rohnert Park has a large Hispanic/Latino population. Regardless of your race, you should know that your boss may not discriminate against you based on your national origin, color, or ethnicity.

Did you know that it is also against the law for your boss to discriminate against you based on your gender, disability, religion, sexual orientation, and/or age (over 40 years)? Discrimination at work is a difficult experience, and you should not have to fight alone. Aside from illegal discrimination, it is also illegal for your boss to harass you based on any of the above mention characteristics. Therefore, if your employer harasses you because of your sexual orientation or disability, you may also have an employment claim.

If you live in the Rohnert Park area, stand up for your rights at work! The skilled attorneys at Greenberg & Rudman LLP will help you protect your right to a non-hostile and non-threatening work environment. Get help today by calling us 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.

Pregnancy discrimination is prohibited under both California’s Fair Employment and Housing Act (FEHA) and under Federal Title VII laws. FEHA applies to employers with five or more employees. The federal Title VII laws apply to employers with over 15 or more employees. Not only is an employer forbidden from discriminating against an individual on the basis of pregnancy, childbirth, and related medical conditions, but an employer may not discriminate on the basis of “potential” pregnancy. In addition to these regulations, your boss has the duty to accommodate your pregnancy. For example, if your doctor advises you to switch to a less hazardous or strenuous position, your employer must transfer you to an open position or create one if it would not be “unduly burdensome.”

While federal law does not require an employer to grant pregnancy leave, it does prohibit pregnancy discrimination. Federal law does require an employer to grant medical leave which is applicable to pregnant women. California’s FEHA specifically does provide pregnant employees with the right to take an absence for a reasonable period of time that does not exceed four months. During the time, the employer does not have to pay the worker.

If you have been denied your pregnancy leave under California’s FEHA, been refused a job because you are pregnant, or faced other pregnancy discrimination, get help today! 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.

Sex discrimination is against both California and Federal law. Under the law, your boss may not discriminate against you by sex when it relates to the terms and conditions of employment. “Terms and conditions” of employment may include salary, vacation time, schedules, hours worked, etc. There are two basic types of discrimination: disparate treatment and disparate impact. Disparate treatment discrimination is straight-forward discrimination. This type of discrimination occurs when a person is treated differently because of their sex. Disparate impact discrimination occurs when a company policy tends to exclude one sex from a job or promotion. The policy was not created to have this effect, but it was merely the side-effect of the policy.

Recently, R-Anell Housing Group, a manufacturer of commercial structures and mobile homes agreed to pay $200,000 in damages to settle a sex discrimination case brought by the Equal Employment Opportunity Commission (EEOC). According to the lawsuit, the company refused to hired Amy Hall and other female applicants because of their gender. In addition, the company allegedly maintained a sex-segregated workplace that denied women equal opportunities.

If you have been a victim of sex discrimination, call the experienced attorneys at Greenberg & Rudman LLP. Our team of lawyers will help you fight for your jobs in the workplace. 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 qualified applicant who was denied a job simply because of your ethnicity, you may be able to sue! National origin discrimination is distinct from race discrimination. National origin discrimination occurs when an employer discriminates against an individual because of where they were born. Bosses are prohibited under the Immigration Reform and Control Act (IRCA) from discriminating because of national origin against U.S. citizens, U.S. nationals, and authorized aliens. If you fall into one of the following categories of aliens authorized to work in the United States, an employer may not discriminate against you. These groups of authorized aliens include permanent residents, temporary residents, refugees, and asylees. Often times, race discrimination and national origin discrimination are linked together. Under the law, your boss may not refuse to hire you because you are not a citizen. “U.S. citizen only” policies are only legal if citizenship is required by federal, state, local law, or by government contract.

Recently, a national freight management company was sued by the Equal Employment and Opportunity Commission (EEOC) for national origin discrimination. According to the lawsuit, the company refused to hire an entire group of people for non-management positions because they were non-Hispanic. Regardless of your country of origin, an employer may not discriminate against you because of your background.

If you have been a victim of national origin discrimination, contact 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. We are here to help you fight for your rights!

Did you know that harassment itself is not illegal? However, harassment based on sex, race, national origin, sexual orientation, age, disability, and pregnancy is illegal. If your employer has been harassing you because of your race, it is against the law. Sadly, racial harassment is all too common in the workplace. In addition, racial harassment and racial discrimination often are linked together. If you have been a victim of racial harassment and/or racial discrimination, you can get help!

Recently, two employees of a Georgia city sued for racial harassment. According to the former employees, detailed racist emails were circulated between city employees. Along with these emails, the workers were allegedly forced to endure continued racial insensitivity in the workplace. In addition, a manufacturer of mobile homes was sued for racial harassing its African American employees. The workers were allegedly forced to endure racist abuse including nooses, racial slurs, racial epithets, and offensive drawings that illustrated African Americans and the Ku Klux Klan. Racial discrimination and racial harassment is a painful experience. If you have suffered through either race discrimination or harassment, you need to speak out.

Victims of racial discrimination and harassment can get help by calling the experienced attorneys at Greenberg & Rudman LLP. We have helped many people in similar situations, and we can help you! 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.

Did you know that it is illegal under both California and federal law for your employer to discriminate against you on the basis of your race in relation to any of the “terms and conditions” of your employment? “Terms and conditions” include things such as salary, title, schedule, vacation time, position, etc. “Race” is typically defined as a person’s ancestry or ethnic characteristics. Under the law, your boss may not treat you differently than other employees because of your color or race. For example, if your boss gives you the worst work schedule because of your race, you may have an employment claim. There are two basic type of racial discrimination: disparate treatment and disparate impact. Disparate treatment discrimination is straight forward discrimination that involves your boss treating you differently because of your race. Disparate impact discrimination occurs when a company policy tends to exclude a certain race from a particular job position or promotions. The policy wasn’t intended to have this effect; it was simply the unfortunate side effect of the policy.

Sadly, racial discrimination is not rare. In fact, Gateway Co-Packing Co. recently agreed to pay $50,000 in damages to settle a civil lawsuit filed by a worker who allegedly was fired for complaining about racial discrimination. The lawsuit alleged that the worker did not receive the same pay and health insurance coverage as his white coworkers. If you have faced similar discrimination, know you are not alone.

If you are a victim of race discrimination, act now! Call the skilled team of 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 are here to help you!

If you are a commissioned employee, you know how important it is to receive the commission that you earn. If your employer is refusing to pay the commission that you are owed, you may have an employment claim. Did you know that it is likely illegal for your employer to fire or transfer you to another position simply to prevent you from collecting your sales commission? While California is an “at-will” employment state, your employer may not breach the covenant of good faith and fair dealing. “At-will” means that your employer may fire you for any reason at any time. However, courts have found that bosses have breached their duty of good faith and fair dealing when they fire or transfer a commissioned employee in attempts to prevent them from collecting their commission.

If you live in the Silicon Valley, you should take note at a recent dispute between the large technology company, Hewlett-Packard (HP) and its three former employees. The employees recently fired a lawsuit alleging that the company used faulty software that did not accurately record sales and commissions. While HP acknowledged it did have problems with its commission tracking software program, it argued that the former employees magnified the issue. The former workers alleged that HP owed them tens of thousands of dollars in commissions and bonuses that were not paid. The former employees are trying to get their case certified as a class action lawsuit that would be worth more than $5 million.

If you have also been denied bonuses and commissions that your employer has denied you, act now! Call our experienced team of 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.

If you recently lost your job or were demoted because you reported your boss’ illegal activity to a law enforcement or regulatory agency, you may be protected under the law. You might not be aware that there are “whistle blowing” laws in place to protect people in similar situations. “Whistle blowing” is a term that is used to describe an employee’s actions when he or she reports an employer who is breaking the law. The employee must report the alleged illegal activity to someone outside the company – either a government or law enforcement agency. However, if you only report the illegal activity to someone inside the company – you are not “whistle blowing.” You may, however, be protected by other laws.

If you blow the whistle on your boss, and later find out that what he was doing was not illegal, you are likely still protected by whistle blowing statutes. In order to receive protection, you must have reasonably believed that you were reporting a violation of the law. If you are protected by whistle blowing statutes, your employer cannot retaliate against you. This means that your employer may not fire, demote, or otherwise mistreat you for blowing the whistle. However, you still may be fired for legitimate reasons.

Whistle blowing is a serious issue. Recently a mid-western state legislature has been contemplating adding more protection to its whistleblower statutes. If you have been a victim of retaliation because you blew the whistle on your boss, get help now! Call our experienced team of employment lawyers to get help. 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.

Speech impediments are disorders that disrupt “normal” speech. These conditions include things such as stuttering, lisps, vocal dysphonia, spasmodic dysphonia, and rhotacism. If an individual’s condition is so severe that he or she is totally unable to speak, he or she is considered mute. Speech disorders have many different causes including neurological disorders and hearing loss. It is possible to treat speech disorders with speech therapy.

If you have a speech disorder, you know that it can cause complications at work. However, it is illegal for your boss to discriminate against you because of your speech disorder. If you believe that your employer has discriminated against you because of your speech impediment, you may be able to sue. You must be able to show that you are disabled, regarded as disabled, or have a history of being disabled. In addition, you must be able to show that your disability 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” can include a refusal to hire, demotion, termination, etc.

If you believe that your speech impediment has been a source of discrimination at work, get help now! Don’t hesitate to call the team of 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.

Brentwood is a northern California city located in Contra Costa County. This city is known for its agricultural products, and is the site of the yearly “Cornfest.” Brentwood, California is home to over 43,700 residents. This Bay Area town has over 27 percent Hispanic/Latino residents.

If you reside in the Brentwood area, you should know that you are protected from discrimination and harassment at work. Under California and federal law, your employer may not discriminate against you based on your race, gender, disability, religion, ethnicity, national origin, sexual orientation, and/or age (over 40 years).

If you live in Brentwood or another Northern California city, and you should know you’re your boss or co-workers also may not harass you based on sex, race, disability, religion, ethnicity, national origin, sexual orientation, and/or age. If you have been a victim of discrimination or harassment, don’t hesitate to protect your rights at work. Contact an experienced attorney 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 California is an “at will” employment state, you may be able to bring an employment claim if your employer has fired you for standing up for your rights. “At-will” employment means that an employer may fire an employee at any time for any reason. However, it is against the law for your employer to fire, demote, or punish an employee for filing a charge of discrimination, opposing discrimination, or participating in a discrimination proceeding. Therefore, if you report race-based harassment occurring at your place of work to your boss and he fires you as a result, you may be able to sue.

When an employer takes an adverse action against a covered individual because he or she engaged in a protected activity, “retaliation” is present. “Retaliation” is illegal. An “adverse action” includes things such as termination, refusal to hire, denying a promotion, unjustified negative evaluations, increased surveillance, etc. A “covered individual” includes people who have been a participate in discrimination proceedings, opposed discrimination, or have complained about discrimination based on race, color, sex, religion, national origin, age, or disability. A “protected activity” includes opposing unlawful discrimination and/or participating in an employment discrimination proceeding.

If you have been terminated for reporting harassment or discrimination at your place of work, you are not alone! Fight for your rights at work, and get help today. Our skilled attorneys at Greenberg & Rudman LLP are very familiar with helping victims of retaliation and wrongful termination. Call us for a free consultation at 1-800-ALAWPRO or 1-800-252-9776. You can also visit us at www.discriminationattorney.com to learn more.

Sexual harassment is a very serious issue in the California workplace. If you are a worker in the San Francisco area, you should know that the law protects you from having to endure unwanted sexual advances, inappropriate touching, sexual innuendo, and other offensive behavior. There are two basic types of sexual harassment. The first type of sexual harassment is known as “quid-pro-quo” harassment. This type of sexual harassment often times involves a “trade.” This is the type of harassment that occurs if your boss asks for sexual favors in exchange for work-related benefits. For example, quid-pro-quo harassment occurs if your boss promises you a promotion if you sleep with him.

The second type of sexual harassment is called the “hostile environment.” Hostile environment harassment occurs when an employer, supervisor, or co-worker acts in a certain way or makes comments that makes a person feel uncomfortable because of his/her sex. The conduct that makes the individual feel uncomfortable must be offensive, and the harassment must also be severe and pervasive. Therefore, if your employer makes an off-color comment one time, you may not have been sexually harassed. However, if your co-worker or supervisor continually makes unwanted sexual advances or begins stalking you, you may have been a victim of the hostile workplace.

The Hometown Buffet restaurant chain was sued by the Equal Employment Opportunity Commission (EEOC) in a class-action lawsuit. According to the suit, the restaurant failed to prevent a pattern of sexual harassment. Allegedly, male managers and co-workers subjected female employees to unwanted sexual advances including groping, hugging, kissing, and stalking. One female victim was allegedly raped by a co-worker. The lawsuit was recently settled for $710,000.

If you have been a victim of sexual harassment, don’t hesitate to get help today! Call the experienced 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.

Religious discrimination is against both federal and California law. It is illegal for your boss to discriminate against you based on the “terms and conditions” of employment based on an individual’s religious beliefs. “Terms and conditions” include things such as interviewing, hiring, firing, pay, title, hours worked, schedules, etc. Under federal law, your boss must make a reasonable accommodation for a person’s religious beliefs. The employer is only excused from this obligation if it would impose an undue hardship. In addition, your employer may not ask you about the specifics of your religion, your availability for future religious holidays, or require a dress code that conflicts with an individual’s religious belief or practices.

Recently, AT&T was involved in a religious discrimination lawsuit. The Equal Employment Opportunity Commission (EEOC) brought a case on behalf of two customer service technicians who were fired from their jobs at AT&T for attending a Jehovah’s Witness Convention. Prior to their dismissal, the two workers had submitted requests to their manager in order to take a leave to attend the convention. The men asserted that their sincere religious beliefs required them to attend the convention each year. They had attended the convention every year that they were employed at AT&T. The jury in the case awarded the plaintiffs over $1.3 million in damages including back pay and compensatory damages.

If you are a Jehovah’s Witness who has been forced to choose between your faith and your job, you may be a victim of religious discrimination. Regardless of your faith, your boss may not discriminate against you because of your religious practices, dress, or expression of your faith. If you have been a victim, contact the highly 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.

Disability discrimination is a very serious problem in California and nationwide. Under the federal Americans with Disabilities Act (ADA), an individual with a disability is a person who has a physical or mental impairment that substantially limits on or more major life activities, has a record of such an impairment, or is regarded as having such an impairment. The ADA applies to most employers with over 15 or more employees. This includes state and local governments, employment agencies, and labor organizations.

The ADA prohibits employers from discriminating against qualified individuals with disabilities. A qualified person with a disability is a person who, with or without reasonable accommodation, can perform the essential functions of the job. Reasonable accommodations may include making existing facilities used by employees accessible and usable by people with disabilities, modifying schedules, job restructuring, acquiring or modifying equipment or devices, etc.

Recently, a depressed worker sued his former employer for failing to make accommodations for his depression before firing him. If your employer has refused to accommodate your depression or other disability, you may also have an employment claim. The worker in this case was awarded $1.8 million in damages by a jury. If you believe you are a victim of disability discrimination, contact the skilled 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.

If you are a female worker in the Bay Area, you should know that you are protected under both California and federal law from sex discrimination. Gender discrimination involves your employer treating you different because you are a woman. When this discrimination affects the “terms and conditions” of employment, it becomes illegal. “Terms and conditions” include things such as salary, vacation time, title, schedule, job position, etc.

If you think that you have experienced either, you are not alone. Last year alone, the Equal Employment and Opportunity Commission (EEOC) received over 28,000 gender discrimination complaints. There are two main types of gender discrimination. The first type of discrimination is “disparate treatment” discrimination. This type of discrimination is quite obvious and is simply being treated differently because of your gender. The second type of discrimination is “disparate impact” discrimination. Disparate impact discrimination occurs when a company policy excludes one sex from a job or a promotion. The policy wasn’t intended to have this effect, but it was the unfortunate side-effect.

Recently a sex-discrimination lawsuit was filed by two female employees against a food-service company. The complaint alleged that they were discriminated against based on their age and gender. At work, they were labeled as “aggressive and assertive managers.” If you believe you were also discriminated against because of your sex or gender, contact the 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.

If you have been denied wages that your boss owes you, you may have an employment claim. If you are a non-exempt worker who works over 40 hours in any workweek, you boss must pay you one and one-half times your “regular rate” of pay. You must also be paid overtime if you work beyond eight hours in any workday. Your regular rate of pay is amount of compensation that you normally earn for the work you perform. If you are paid by the hour, the amount you receive per hour is your regular rate of pay.

If you are paid by commission, the process for determining your regular rate of pay is more complicated. In this case, there are two methods for determining your rate of pay. First, your commission rate can be used as your regular rate. In this case, you would be paid one and one-half times this rate for production during the first hour overtime hours worked on a workday, and you would receive double time for any hours worked beyond 12 hours in a workday. The second method involves dividing your total earnings for the workweek (including earnings from overtime hours) by the total hours you work during the work week. For each overtime hour you worked, you would be entitled to an additional one-half the regular rate for hours requiring time and one-half and the full rate for hours requiring double time. However, your regular rate of pay cannot be less than the minimum wage. California’s minimum wage is currently set at $8.00 per hour.

If you believe that your boss has denied you wages, don’t hesitate to get help! The process of calculating your regular rate of pay is complicated, but the attorneys at Greenberg & Rudman LLP are here to help you! 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.

Most people know that allergies are caused by an individual’s hypersensitivity to certain triggers. These triggers can include dust, pollen, pets, certain types of food, etc. Often times when an allergy sufferer encounters these entities, he or she may react with sneezing, wheezing, itching, irritated eyes, rashes, and/or an inability to breath. If an allergy is severe, the sufferer may go into shock or potentially die. Over 50 million Americans have allergies. Most of these people are able to control their allergies with little or no medical care. However, some people have more severe allergies.

However, most people do not know that it may be against the law for your employer to discriminate against you because of your allergies. If you think you have been a victim of discrimination, you may be able to bring an employment claim. In order to bring suit, you must be able to show that your allergy is a disability. You must be able to show that your disability results in physical limitations, that you can still perform the essential tasks of your job, and that your employer has taken some adverse action against you. An “adverse action” includes things such as firing, demotions, etc.

Examples of ways in which your employer may have discriminated against you include your boss not allowing you to miss work for medical appointments, not accommodating your need to take a reasonable time off work, not providing you a reasonable on-site accommodation for disability or allergy, and not allowing you to miss work to receive your allergy shots.

If you believe that you have been a victim of discrimination, don’t hesitate to get help. Our team of experienced attorneys at Greenberg & Rudman LLP is here to help you. We will guide you through this process. 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.

Dublin, California is a mid-size town of over 41,637 residents. This city is located in Alameda County in the East Bay of San Francisco. This northern California city is known for its Saint Patrick’s Day parade. Dublin’s residents are comprised of over 14 percent Hispanic/Latino residents and over 12 percent African American individuals.

If you live in the Dublin area, you should know that regardless of your race, gender, religion, national origin, age, or sexual orientation, your employer may not discriminate against you. Discrimination based on your race, gender, disability, religion, ethnicity, national origin, sexual orientation, and/or age (over 40 years) is illegal.

If you feel that you have been a victim of discrimination or sexual harassment at your northern California job, you are not alone. Sadly, incidents of harassment and discrimination are all too common in the workplace. Fight for your rights to a safe work environment! Contact the skilled 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.

Religious discrimination claims have steadily been climbing over the past years. If you have faced religious discrimination at your northern California job, don’t feel isolated. In 2006, the Equal Employment and Opportunity Commission (EEOC) received over 2,540 complaints. This number jumped to 2,880 in 2007. Last year, the EEOC received over 3,200 allegations of religious discrimination. While these numbers are high, there are still many people not reporting the discrimination they have faced at work. If you have been silent, speak up today!

Religious discrimination is illegal under both California and federal law. An employer is prohibited from discriminating against an individual because of their religious beliefs or practices in relation to the “terms and conditions” of employment. Under the law, your employer may not treat you more or less favorably because of your religion. That means that if a Muslim is denied a job because of his faith, he may be able to sue. In addition, it is also illegal for a boss to decide to hire a person solely because they belong to the same religion. Your also employer cannot force you to participate, or not participate, in a religious activity.

If you have been a victim of religious discrimination, have been forced to participate in religious activities, or forced to forsake your religious faith, you may have an employment claim. 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.