Just this past week the Equal Employment and Opportunity Commission (EEOC) brought a lawsuit against an East Coast company for religious discrimination. The lawsuit alleges that the company refused to allow an employee to take time off on to observe her Sabbath. The employee was a member of Israel of God, and her religion prohibited her from working Friday sundown to Saturday evening. After her employer refused to accommodate her request, the employee was fired.

Both California and federal law prohibit employers from this type of behavior. Under the law, bosses may not discriminate against a worker on the basis of their religion in relation to any of the terms and conditions of employment. ‘Terms and conditions’ of employment include salary, work schedules, position, title, hours worked, etc. However, an employer does not have to accommodate a worker’s religious beliefs if that accommodation would pose an undue hardship on the employer. An ‘undue hardship’ may be found if the accommodation would cause substantial economic hardship on the employer. Most of the times, a religious accommodation does not constitute an undue hardship.

Religious discrimination is not a small issue. In 2008 alone, the EEOC received over 3,200 allegations of religious discrimination. If think that you may be a victim of religious discrimination, or if you want to find out more, contact the skilled attorneys at Law Offices of David H. Greenberg. You can reach us at 1-888-204-1014 for a free consultation. You can also visit us at www.discriminationattorney.com to learn more.
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Disability discrimination lawsuits are on the rise. If you think that you may be a victim of discrimination based on your medical condition, you are not alone. The Equal Employment and Opportunity Commission (EEOC) has received a growing number of complaints throughout the years. In 2006, the EEOC received 15,575 complaints. This number rose to 17,734 in 2007. The number of complaints jumped again in 2008, totaling 19,453.

The EEOC recently brought a suit against a large supermarket chain, Jewel-Osco. The corporation had discriminated against individuals with disabilities by prohibiting workers on a one-year paid disability leave from returning to work unless they could commence work without any mental or physical restrictions or accommodations. If the employees could not meet this standard, they were terminated after their one-year disability leave was over.

If you have also been a victim of disability discrimination, you should know that both California and federal law protect you. Under the law, an employer may not discriminate against a qualified individual with a disability. An individual is considered disabled if they have a physical or mental impairment that substantially limits one or more major life activities, if they have a record of having such an impairment, or if they are regarded as having such an impairment. An individual is considered a ‘qualified individual’ with a disability if they are able to perform the essential tasks of the job with or without reasonable accommodation. Reasonable accommodations include modifying work schedules, acquiring or modifying equipment or devices, making existing facilities usable by persons with disabilities, job restructuring, etc.

If you believe that your employer has treated you differently because of your disability, or if you have been denied a job that you were qualified for because of your disability, you should speak with our team of experienced attorneys. The attorneys at Law Offices of David H. Greenberg are here to help you. You can reach us at 1-888-204-1014 for a free consultation. You can also visit us at www.discriminationattorney.com to learn more.

The Americans with Disabilities Act (ADA) protects qualified disabled individuals from being discriminated against based on their disability in relation to the terms and conditions of employment. The ADA is a federal law that applies to private employers, state governments, local governments, employment agencies, and labor unions. The ADA applies to employers with 15 or more employees. California law also prevents discrimination based on disability under its Fair Employment and Housing Act (FEHA). FEHA applies to employers with five or more employees. If your boss has discriminated against you because of your disability in relation to the terms and conditions of your employment, you may be able to sue. ‘Terms and conditions’ include salary, position, work schedule, hiring, firing, job training, etc.

Under the ADA, a person is considered disabled if they have a physical or mental impairment that substantially limits one or more major life activities, has a record of having such an impairment, or is regarded as having such an impairment. California’s definition of ‘disability’ is very similar but it is also broader than the federal definition. In addition, an employer has a duty to provide reasonable accommodations to disabled employees. A ‘reasonable accommodation’ may include purchasing or acquiring modifying equipment or devices, providing qualified readers or interpreters, restructuring jobs, modifying work schedules, making existing facilities usable by employees with disabilities, etc.

In a recent case brought by the Equal Employment and Opportunity Commission (EEOC) against an East Coast medical center, the EEOC alleged that the company discriminated against an employee with neurofibromatosis and stroke-related conditions. The employee was given clearance by his doctor to return to work in May 2006 without restrictions. However, the company declared him incapable of working and failed to accommodate his disability. In June 2006 he was fired. If you have also been a victim of disability discrimination, get help by calling the experienced lawyers at Law Offices of David H. Greenberg. You can reach us at 1-888-204-1014 for a free consultation. You can also visit us at www.discriminationattorney.com to learn more.

Abercrombie and Fitch was recently sued by a Muslim application who alleges she was denied the position because she wore a hijab. A hijab is a headscarf worn by some Muslim women as a way of observing their religious beliefs. The Equal Employment and Opportunity Commission (EEOC) brought the suit on her behalf. The lawsuit alleges the applicant, Samantha Elauf, was denied the position because the hijab violated the company’s ‘Look Policy.’ The policy prohibits employees from wearing head coverings.

Religious discrimination is illegal under both California and federal law. Under the law, employers cannot discriminate against someone based on religion in relation to the ‘terms and conditions’ of employment. ‘Terms and conditions’ include things such as salary, position, title, pay, hiring, firing, demotions, promotions, etc. Under federal law employer must also make reasonable accommodations of a person’s sincere religious beliefs or practices in the workplace. However, the employer is not obligated to do this if the accommodation would be an undue hardship on the employer. An ‘undue hardship’ typically includes anything that poses a substantial financial burden.

If you think you have been a victim of religious discrimination, you should also be aware that religious discrimination is often connected with racial or national origin discrimination. If you think you may have been a victim of these or any types of religious discrimination, call our team of employment lawyers for help. You can reach us at 1-888-204-1014 for a free consultation. You can also visit us at www.discriminationattorney.com to learn more.

Tourette Syndrome is a brain condition that often develops in an individual’s childhood. This disease is characterized by physical and vocal tics. ‘Tics’ are sudden, involuntary, and repetitive utterances or movements. Most people think of this disease as being characterized by an individual’s unexpected outbursts of obscene and inappropriate words. However, in real life, only a small percentage of people suffering from Tourette Syndrome have those particular symptoms. Often times, individuals with this condition have tics in the form of eye blinking, coughing, throat clearing, and facial movements. Some tics may be controlled with a combination of therapy and medication.

If you have Tourette Syndrome, you may be a victim of discrimination without realizing it. Some examples of ways in which your employer may have discriminated against you include not allowing you to miss work for medical appointments, not accommodating your need to take a reasonable time off of work, not providing you with reasonable one-site accommodations for your disability, and not allowing you to miss work to undergo psychotherapy or behavioral therapy sessions.

If you think that you may be a victim of discrimination based on your Tourette Syndrome, you may be able to bring a lawsuit against your employer. In order to do this, you must be able to show that you are disabled, regarded as being disabled, or have a past of being disabled. In addition, you must be able to prove that your Tourette Syndrome has resulted in physical limitations, that you can still perform the essential tasks of your job, and that your boss has taken an adverse action against you. An ‘adverse action’ may include termination, demotion, or refusal to hire.

If you think that you may be a victim of discrimination based on your Tourette Syndrome diagnosis, you should contact our team of skilled attorneys. We will help you fight for your rights at work. You can reach us at 1-888-204-1014 for a free consultation. You can also visit us at www.discriminationattorney.com to learn more.

Campbell, California is home to over 36,000 residents. While this city is not a major party of the Silicon Valley technology industry, it is the original home to eBay. Campbell is part of Santa Clara County and has a significant Asian and Hispanic/Latino population. Over 14 percent of Campbell’s inhabitants identify as Asian and around 16 percent identify as Hispanic or Latino.

If you live in the Campbell area, you should know that your race should not be a point of controversy at your workplace. Discrimination based on race, gender, disability, religion, sexual orientation, and/or age (over 40 years) is illegal in California. In addition, harassment based on any of these characteristics is also illegal. In fact, harassment and discrimination are often linked together. For example, a person who is discriminated against based on their race or national origin may also be fighting racial or national origin harassment.

If you think you may be a victim of any type of discrimination or harassment, you should seek professional advice immediately. The skilled attorneys at Law Offices of David H. Greenberg are here to help you. You can reach us at 1-888-204-1014 for a free consultation. You can also visit us at www.discriminationattorney.com to learn more.

Allegations of race-based discrimination in the workplace have been steadily rising over the years. In 2006, the Equal Employment and Opportunity Commission (EEOC) received 27,238 complaints of racial harassment in the workplace. This number rose to 30,510 in 2007. The number of allegations continued to rise in 2008 and totaled 33,937. Race-based discrimination is illegal under both federal and California law. Under the law, an employer cannot discriminate against a worker based on their race when it comes to any of the ‘terms and conditions of employment.’ Terms and conditions include things such as salary, vacation time, titles, job positions, etc.

‘Race’ is typically defined as a person’s ethnic characteristics or ancestry. Not only is it illegal to discriminate based on race, but an employer may also not discriminate based on color. For example, an employer may not favor one job applicant over another because they have more ‘Caucasian features’ than another job applicant. Race discrimination is also illegal when it comes to discrimination based on association with people of a particular race. Therefore, your employer may not discriminate against you because you associate with, or are married to, a person of a certain race.

Recently, an American division of one of the world’s largest beverage can manufacturers settled a race discrimination lawsuit. The company agreed to pay $30,000 to a worker who had alleged he was treated differently from other workers because he had Hispanic and Mexican roots. If you have also been a victim of racial or national origin discrimination, get help today. Talk to our team of experienced attorneys at Law Offices of David H. Greenberg. You can reach us at 1-888-204-1014. Call us for a free consultation. You can also visit us at www.discriminationattorney.com to learn more.

The United Parcel Service, Inc. (UPS) has been sued by the Equal Employment Opportunity Commission (EEOC) in a class action lawsuit. The EEOC alleges that UPS violated the Americans with Disabilities Act (ADA) by rejecting an extension of medical leave as a reasonable accommodation for its employees with disabilities.

If you too have been a victim of disability discrimination, you should be familiar with the requirements of the ADA. Under this Act, employers with 15 or more employees are prevented from discriminated against qualified individuals with disabilities in relation to hiring, training, firing, promotions, salary, and more. A person is considered to be disabled if they have a physical or mental impairment that substantially limits one or more major life activities, has record of such an impairment, or is regarded as having such an impairment. A ‘qualified’ employee with a disability is a person who can perform the essential tasks of a job with or without ‘reasonable accommodation.’ Reasonable accommodation may include modifying schedules, acquiring equipment or devices, restructuring jobs, or making existing facilities accessible and usable to individuals with disabilities.

If you have been a victim of disability discrimination, you are not alone. In 2008 alone, the EEOC received 19,453 charges of disability discrimination. Out of these allegations, the EEOC resolved 15,708 and recovered $57.2 million in damages. Don’t take on this fight alone, call the skilled team of attorneys at Law Offices of David H. Greenberg for a free consultation. You can reach us at 1-888-204-1014. You can also visit us at www.discriminationattorney.com to learn more.

Have you faced repeated unwanted sexual advances at work? Have you been forced to listen to offensive sexual innuendo time and time again? Sexual harassment is a serious issue in Northern California and throughout the country. There are two main types of sexual harassment. Both type of sexual harassment are against the law. The easiest type of harassment to recognize is ‘quid-pro-quo’ harassment. This type of harassment occurs when a worker is asked to trade sexual favors for job-related benefits. However, this type of harassment also occurs if a worker is blackmailed to provide sexual favors in order to keep their job.

The second type of sexual harassment is the ‘hostile work environment’. This type of sexual harassment occurs when an employer, manager, supervisor, or co-worker does or says something that makes an individual feel uncomfortable because of his or her sex. Both the victim and the harasser may be of either sex. For example, a woman supervisor may be guilty of sexually harassing a male employee. The conduct that gives rise to the hostile environment must be offensive. Therefore, if two co-workers are engaging in a consensual sexual relationship, this is not sexual harassment. In addition to the behavior being offensive, it must also be severe and pervasive. This means that if you were made to feel uncomfortable by a one-time passing comment a co-worker made, this might not constitute ‘hostile environment’ harassment.

Many people have been retaliated against for complaining about sexual harassment at work. For example, a former animal control officer recently won over $1.1 million in damages. The former worker alleged that she was retaliated against after she complained about the sexual harassment she faced at her job. If this scenario sounds familiar, call the skilled employment lawyers at Law Offices of David H. Greenberg for a free consultation. You can reach us at 1-888-204-1014. You can also visit us at www.discriminationattorney.com to learn more.