San Francisco Employment Lawyer Blog

Race discrimination is against both California and federal law. Under the law, your boss may not discriminate against you because of your race in relation to any of the terms and conditions of employment. “Terms and conditions” include things such as salary, title, scheduling, promotions, etc.

“Race” is defined as a person’s ancestry or ethnic characteristics. It is illegal to discriminate against anyone, on the basis of any race or color. This also means that your boss may not discriminate against you if you are white. Discrimination based on color is also against the law. This means that an employer may not favor someone with a lighter complexion or Caucasian features over someone else. In addition, you employer may not discriminate against you because of the people you associate with. Therefore, if you are married to a person of a certain race, you boss may not treat you differently because of the race of your spouse.

Race discrimination is sadly still prevalent in the workforce. Just recently a class action lawsuit against a sawmill company awarded the plaintiff’s $5.5 million in back pay. The lawsuit centered around the assertion that the company had a long history of discrimination against Black workers. During the discriminatory period, the company would assign black workers the worse jobs and repeatedly deny them promotions. If you have also been a victim of discrimination, get help today. Call the skilled team of attorneys at Greenberg & Rudman LLP. You can reach us at can reach us at 1-800-ALAWPRO or 1-800-252-9776 for a free consultation. You can also visit us at www.discriminationattorney.com to learn more.

Schizophrenia is a psychological disorder that causes impairments in the perception of reality. In addition, schizophrenia causes severe social and occupational inabilities. Many individuals suffering from schizophrenia suffer from hallucinations and disordered thinking. Although a definite cause of schizophrenia is unknown, genetics, environment, neurobiology, and psychological and social processes are likely important contributory factors. Schizophrenia is often misunderstood, and many people think it is connected with violent tendencies or split personalities. This is not the case. This condition puts the sufferer in emotional turmoil, but does not render them violent.

If you have schizophrenia, you may not even be aware that you are a victim of discrimination. Some examples of ways in which you may be a victim of discrimination include your boss not allowing you to miss work for medical appointments, your employer not accommodating your need to take some time off work, your boss not providing you with reasonable on-site accommodation for your schizophrenia, and/or not allowing you to miss work to undergo psychotherapy to treat your schizophrenia.

If you have been a victim of discrimination, you may be able to bring a lawsuit against your employer. In order to bring a discrimination suit, 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 show that your disability has resulted in physical limitations, that you can still perform the essential tasks of your job, and that your boss has taken some adverse action against you. An “adverse action” includes not hiring you because of your schizophrenia, firing you, or demoting you.

If you believe you have been a victim of discrimination, get help by calling the experienced attorneys at Greenberg & Rudman LLP. You can reach us at can reach us at 1-800-ALAWPRO or 1-800-252-9776 for a free consultation. You can also visit us at www.discriminationattorney.com to learn more.

Pleasant Hill is located in Contra Costa County. This northern California city is home to many different types of people. Pleasant Hill has over 7 percent Hispanic/Latino residents. In addition, this city has a large Asian population that consists of around 14 percent of the total population. While this East Bay city may have residents from many ethnic backgrounds, it is not immune to discrimination in the workplace.

If you live in, or near, Pleasant Hill, you should know that your employer may not discriminate against you based on your race, gender, disability, religion, sexual orientation, and/or age (over 40 years). In addition, your boss may not harass you on the basis of your sex, race, disability, religion, or any other protected characteristic.

If you think that you may have been a victim of discrimination or harassment, you are not alone. Get help by calling the employment lawyers at Greenberg & Rudman LLP. You can call us for a free consultation to find out if you have an employment claim. You can reach us at 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!

The Americans with Disabilities Act (ADA) prohibits employers from discriminating against a qualified individual with a disability in relation to the job application process, hiring, firing, promotions, job training, etc. The ADA is a federal law that applies to employers with 15 or more employees. Employers in California are also prohibited from discriminating against employees on the basis of their disability under the Fair Employment and Housing Act (FEHA). This Act applies to employers with 5 or more employees.

A person 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. A person is considered a “qualified individual” with a disability if they are able to perform the job in question with or without reasonable accommodation.

An employer is required to provide an employee with a reasonable accommodation if it would not impose an undue hardship on the employer. A “reasonable accommodation” may include modifying work schedules, making existing facilities usable by persons with disabilities, restructuring jobs, acquiring modifying equipment or devices, etc.

If your employer has denied you a reasonable accommodation for your disability, you are not alone. Recently an East Coast casino was sued for disability discrimination when it refused to accommodate an employee’s disability. The employee had suffered an injury from a car accident, and needed to be seated to do her job. Instead of accommodating the employee, the casino fired her. If you have also been a victim of disability discrimination, get help by calling the attorneys at Greenberg & Rudman LLP. You can reach us at 1-800-ALAWPRO or 1-800-252-9776 for a free consultation. You can also visit us at www.discriminationattorney.com to learn more.

In California, employers are required to pay non-exempt employees overtime pay. Overtime must be paid to non-exempt employees who work more than 40 hours in one workweek or more than 8 hours in any one workday. Some examples of people who may be exempt from the overtime pay requirement include executive, administrative, professional employees, employees in the computer software field, and parents/spouse/child of the employer, etc.

A person working more than the designated hours, should be paid overtime. Overtime includes one and one-half times a person’s regular rate of pay for all hours worked over eight hours in one day or 40 hours in one workweek. The “regular rate of pay” is the compensation that a person normally earns for the work they perform.

Just recently, Wal-Mart agreed to settle a wage lawsuit. The lawsuit was a class-action that alleged that Wal-Mart intimidated employees to work overtime hours without pay. Wal-Mart agreed to pay $11 million to settle the lawsuit. If you believe that you have been denied overtime for the hours you work, you should contact the skilled attorneys at Greenberg & Rudman LLP. Our team of attorneys can provide you with a free consultation to determine if you have an employment claim. 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.

In 2008 alone, the Equal Employment and Opportunity Commission (EEOC) received over 24,500 allegations of age discrimination. Both California and federal law prohibit age discrimination in the workplace. The federal Age Discrimination in Employment Act (ADEA) and California’s Fair Employment and Housing Act (FEHA) forbid discrimination based on age for employees over 40 years old. These laws only apply to workers over the age of 40. For example, if someone is fired at 39 because they are “too old,” they will not be protected by these laws.

The Equal Employment and Opportunity Commission (EEOC), recently sued Bellco Credit Union for age discrimination. According to the lawsuit, Frances Cruz was working for Bellco for over seven years. She was fired in 2003 at the age of 61. Her termination was allegedly due to poor performance during the preceding two years. However, also during this two year period, she received the prestigious President’s Club Award and two positive performance evaluations.

If you believe that you were fired because of your age, get help immediately. You can contact our skilled attorneys at Greenberg & Rudman LLP. You can reach us at 1-800-ALAWPRO or 1-800-252-9776 for a free consultation. You can also visit us at www.discriminationattorney.com to learn more. We will fight for your rights at work.

Sexual harassment is a growing concern in the workplace. Just recently, a private prison was involved in a sexual harassment suit that was settled for $1.3 million. The Equal Employment and Opportunity Commission (EEOC) brought a sexual harassment lawsuit against Dominion Correctional Facility on behalf of several female employees. The lawsuit alleged that female employees of the prison were subjected to extreme harassment, including male managers forcing them to do sexual acts in order to keep their jobs. In addition, after one female officer complained, she was placed in an isolated location where she was raped by the man she had complained about. Another female worker was forced to have oral sex with in order to keep her job.

There are two types of sexual harassment in the workplace. Both type of harassment are illegal. The first type of harassment is known as quid-pro-quo harassment. “Quid-pro-quo” is a Latin term that means “this for that.” This type of harassment is basically a “trade” of a job related benefit for sex. This is the most common form of harassment, and it occurs if a manager or boss request sexual favors in exchange for an employee’s continued employment or promotion. The second type of sexual harassment is more complicated. This type of harassment is known as the “hostile environment.” Hostile environment harassment occurs when a person is made to feel uncomfortable because of his or her sex. This commonly occurs when a manager or co-worker makes comments or does something that a person finds offensive. In order for this behavior to constitute sexual harassment, it must be severe or pervasive.

If you have been a victim of sexual harassment, don’t remain silent. Speak out and call the experienced attorneys at Greenberg & Rudman LLP. You can reach us at 1-800-ALAWPRO or 1-800-252-9776 for a free consultation. You can also visit us at www.discriminationattorney.com to learn more.

Sex or gender discrimination is illegal under both California’s Fair Employment and Housing ACT (FEHA) and federal Title VII law. FEHA applies to employers with 5 or more employees. The federal Title VII law applies to employers with 15 or more employees. Under both of these laws, a boss is prohibited from discriminating against a person based on their sex in relation to the “terms and conditions” of employment. “Terms and conditions” include things such as salary, schedules, vacation time, position, titles, etc.

Recently, the Fair Employment and Housing Commission adopted the decision in DFEH v. Acosta Tacos as a precedent. This means that the court’s decision in this case, will affect other similar cases. In the Acosta Tacos case, the complainant was a female worker who was fired from her job when she protested her boss’ refusal to allow her to breastfeed during her break times. Her boss also refused to allow her to work while she was still lactating. The Commission found that the employer was guilty of discrimination based on sex because breastfeeding is something intrinsic to the female sex.

If your Bay Area employer has refused to allow you to return to work because you are lactating, or if your boss has refused to allow you to breastfeed on your breaks, you may be able to sue. Contact the experienced employment attorneys at Greenberg & Rudman LLP. You can reach us at 1-800-ALAWPRO or 1-800-252-9776 for a free consultation. You can also visit us at www.discriminationattorney.com to learn more. We are here to help you.

Were you recently terminated after a false poor performance review? If you believe that your employer gave you a bad review as an excuse to fire you for another discriminatory reason, you are not alone. While you may not be able to prove a discrimination case, you may have a strong lawsuit for defamation. Defamation includes both libel and slander. Libel occurs when something is untrue is printed or written about you. Slander occurs when someone says something that is untrue about you.

If you think that your boss gave you a bad review as an excuse to fire you because of your gender, race, religion, sexual orientation, etc., you may be able to sue for defamation. Some employers are poorly advised to give false criticism in order to cover up a discriminatory firing. An example of this is if your boss wants to fire you because of your gender but writes a false review and says he is firing you for your poor performance. If you have actually been performing well at work, this may constitute defamation.

If you have been wrongfully accused of doing a bad job at your place of work, you may be able to sue. Contact the employment lawyers at Greenberg & Rudman LLP. Our team of attorneys is highly skilled and will fight for your rights. You can reach us at 1-800-ALAWPRO or 1-800-252-9776 for a free consultation. You can also visit us at www.discriminationattorney.com to learn more.

Shingles is a medical condition that is caused by a virus. The virus leads to painful blistering on the skin. Treatments are available, but often must be taken within the first two or three days of the rash’s development. Early symptoms of shingles include head rash, pain where the rash is developing, tingling, and itching. In some cases, the virus can lead to more serious symptoms, including nervous system complications, meningitis, and swelling of the spinal cord.

If you have Shingles, you may be an unknowing victim of discrimination. Some examples of discrimination include your employer not allowing you to miss work for your doctor’s appointments, your boss not accommodating your need to take a reasonable amount of time off work, and your boss not providing you with reasonable at work accommodations for your shingles.

If you believe that you may be a victim of discrimination, you may be able to sue. In order to bring a lawsuit against your employer for discriminating against you, 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 shingles resulted in physical limitations, that you can still perform the essential tasks of the job, and that your boss has taken some adverse action against you. Examples of adverse actions include termination, demotion, or not hiring you because of your shingles.

If you were refused a job because of your shingles, or if you have been denied opportunities at work because of your disability, you may be able to sue. Contact the skilled 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!

Morgan Hill is a city in the southern part of Santa Clara County. This city was named after Hiram Morgan Hill, a wealthy man from San Francisco, who decided to build a country home there. Years ago, this city use to be home to many ranchers are farmers. Now, it has evolved into a commuter city for many people involved in the High Tech industry. While Morgan Hill has a large Caucasian population, 12 percent of its residents are Black/African American and 14 percent are Latino/Hispanic.

Even if you are a minority in a community, you still should know that you are protected from discrimination under California and federal law. Under the law, it is simply illegal for your employer to discriminate against you based on your race, gender, disability, religion, sexual orientation, and/or age (over 40 years). In addition, not only is sexual harassment barred in the workplace, but your boss is prohibited from discriminating against you based on any of the above mentioned characteristics. This means that your boss many not harass you because you are Latino or Black.

If you think that you may have been a victim of discrimination or harassment, or if you would like a free consultation about a potential claim, contact the skilled team of 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.

The Picture People, Inc., a chain of photography stores, was recently sued for discriminating and harassing a deaf individual. The deaf employee was hired to fill a photographer position. Not only was the employee denied her request to be provided with an American Sign Language interpreter for mandatory training and staff meetings, but she was also isolated from the public. Eventually, her hours were eliminated entirely.

If you are a disabled individual, you are protected under both California and federal law. California’s Fair Employment and Housing Act applies to employers with 5 or more employees and forbids disability discrimination. In addition, the federal Americans with Disabilities Act (ADA) applies to employers with 15 or more employees. The ADA prohibits disability discrimination against a “qualified individual” with a disability. A qualified individual is a person who is able to perform the essential tasks of the job with or without reasonable accommodation. 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, record of such an impairment, or are regarded as having such an impairment.

If you are a disabled individual, you should know that you are protected by the law. Don’t stand for discrimination at your workplace. Contact the skilled team of lawyers at Greenberg & Rudman LLP. You can reach us at 1-800-ALAWPRO or 1-800-252-9776 for a free consultation. You can also visit us at www.discriminationattorney.com to learn more. We can help you stand up for your rights.

Cynthia Haddad, a former Wal-Mart pharmacist, sued the corporation for gender discrimination in 2005. Haddad alleged she was fired for complaining that her pay was unequal to male colleagues. The court recently approved the $1 million punitive damage award. In addition to the punitive damages, she also received over $700,000 in future wages lost.

Gender discrimination is against both California and federal law. Under California law, a boss may not discriminate on the basis of sex in relation to any of the “terms and conditions” of employment. “Terms and conditions” include things such as hours worked, schedules, vacation time, pay, title, etc. There are two basic type of sexual harassment. The first type of harassment is known as “disparate treatment” harassment. This is a straight-forward type of discrimination that involves an employee being treated different from other employees on the basis of his/her sex. The second type of discrimination is “disparate impact” discrimination. This type of discrimination occurs when a company policy tends to exclude a certain gender from a certain position or promotion. The policy was not intended to have this effect, it was solely the unfortunate result.

If you have been paid less than co-workers of the opposite gender, you may be able to sue. To find out if you have a case against your boss contact the skilled team of attorneys at Greenberg & Rudman LLP. You can reach us at 1-800-ALAWPRO or 1-800-252-9776 for a free consultation. You can also visit us at www.discriminationattorney.com to learn more. Our team of attorneys will fight for you.

Defamation includes both libel and slander. The California Civil Code defines libel as “false and unprivileged publication by writing, printing, picture, effigy, or other fixed representation to the eye … which has a tendency to injury [any person] in his occupation.” Slander is similar to libel, but involves oral words that falsely injure a person. Defamation may be connected with wrongful termination or another employment-type lawsuit. A claim for defamation, if it can be substantiated, provides a wronged employee with the opportunity to seek general, emotional distress, and punitive damages.

In addition to damages, the employee may be able to recover lost wages. A recent case, Rodriguez v. North American Aviation, held that the employee-plaintiff would be able to recovery for lost earnings because damages for defamation did not result from the loss of employment, but rather from the loss of employability. Another case, O’Hara v. Storer Communications, Inc., also supported an employee’s right to obtain lost wages. The court in this case said that a defamed employee would be able to recover damages because the loss of employment resulting from emotional instability caused by the defamation results in a loss of property.

If you have been defamed at work, talk to the experienced attorneys at Greenberg & Rudman LLP. You don’t have to fight this battle alone. Let our attorneys help you try to recover damages and/or loss wages. You can reach us at 1-800-ALAWPRO or 1-800-252-9776 for a free consultation. You can also visit us at www.discriminationattorney.com to learn more. We can help you stand up for your rights.

If you have been forced to deal with your boss spreading false criticism about you, you may be a victim of defamation. Defamation includes both libel and slander. California law defines libel as a “false and unprivileged publication by writing, printing, picture, effigy, or other fixed representation to the eye … which has a tendency to injury [any person] in his occupation.” Slander is defined as “a false and unprivileged publication, orally uttered … which tends directly to injury [any person] in respect to his office, profession, trade or business … by imputing to him general disqualification in those respects which the office or other occupation particularly requires.”

The most common form of defamation in employment occurs when a former employee is forced to deal with the publication of false criticism that alleges incompetency, dishonestly, or a false reason for termination. It is important to remember, that you may only bring a lawsuit for defamation if what was said about you is false. Therefore, if you had been performing poorly at work you would be unable to sue for defamation if your boss telling co-workers about your poor performance. However, the publication does not need to be to an outside third party. Defamation still occurs if an employer defames the employee to a former co-worker within the company.

If you think that you may have been a victim of defamation at your place of work, get help by calling 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. We can help you stand up for your rights.

Just recently, a group of 16 police officers from the city of South Gate settled a lawsuit for racial discrimination and harassment. The lawsuit alleged that the group of police officers faced racial slurs, false internal affairs investigations, unfair discipline, and were passed up for promotions. The case was settled for $18 million.

Racial harassment is a serious issue in the workplace. The Equal Employment and Opportunity Commission (EEOC) received over 33,900 allegations of race-based discrimination in 2008. Under both California and federal law, it is illegal for an employer to discriminate against an employee on the basis of their race in relation to any of the terms and conditions of employment. “Terms and conditions” include things such as schedules, salary, title, vacation time, etc. “Race” is generally defined as a person’s ancestry or ethnic characteristics.

Not only is illegal for an employer to discriminate against a person because they are of a certain race, but it is also illegal for an employer to discriminate against a person because of their “color.” For example, this means that an employer may not favor a “light-complexioned” Latina individual with “Caucasian features” over someone with darker features. In addition, an employer may not discriminate against someone on the basis of their associations with people of a certain race.

If you have been a victim of racial discrimination, get help today. Call the experienced team of attorneys at Greenberg & Rudman LLP. You can reach us at 1-800-ALAWPRO or 1-800-252-9776 for a free consultation. You can also visit us at www.discriminationattorney.com to learn more. We can help you stand up for your rights.

The Frenchman Hills Vineyard, a west-coast winery, was recently sued by the Equal Employment and Opportunity Commission (EEOC) for sexual harassment. The lawsuit alleges that a Latina worker was repeatedly harassed by the highest level manager at the vineyard. According to the suit, he isolated and intimidated her, asked her personal and crude questions, made inappropriate comments about her body, and subjected her to inappropriate touching. The harassment escalated to such a scale, that she was forced to resign. Forcing an employee to resign is known as “constructive termination.”

There are two basic types of sexual harassment. Both types of sexual harassment are illegal. The first type of harassment is known as quid-pro-quo harassment. “Quid-pro-quo” is a Latin term meaning “this for that.” This type of harassment occurs when an employer offers to trade a work related benefit for sexual favors. The second type of sexual harassment is known as the “hostile environment.” Hostile environment sexual harassment occurs when a manager or co-worker engages in offensive conducts that makes an individual feel uncomfortable because of his or her sex. The conduct must also be severe or pervasive. Therefore, a manager who makes a one-time sexual joke likely is not guilty of hostile environment harassment.

If you think you may have been sexually harassed, you are not alone. Sexual harassment can involve words, inappropriate touching, unwanted sexual advances, and many other behaviors. Contact the attorneys at Greenberg & Rudman LLP to find out if you have a claim. You can reach us at 1-800-ALAWPRO or 1-800-252-9776 for a free consultation. You can also visit us at www.discriminationattorney.com to learn more. We can help you stand up for your rights.

Short Stature is a condition where an individual is below the expected height. Shortness does not have an exact definition, and it is often context dependent. Shortness in elderly people is often caused by collapsed vertebrae from osteoporosis or kyphosis of the spine. Severe shortness can also result from family genes, or it may be caused by malnutrition, disease of a major organ system, hormone deficiency, and birth defects. While there is no treatment for short stature, an individual’s life may be made easier with accommodations such as lower kitchen sinks, lower bathroom amenities, and car amenities.

If you are a person of short stature, you may be a victim of discrimination without realizing it. Some examples of ways in which your boss may have discriminated against you include your employer not allowing you to miss work for medical appointments, your employer not accommodating your need to take a reasonable amount of time off work, your employer not providing you with reasonable on-site accommodations for your short stature, and your employer not providing you with on site accommodations to allow someone of your height to do their job.

If you have been discriminated against because of your short stature, you may be able to sue. In order to bring a lawsuit, you must be able to show that you have a disability, that your disability resulted in physical limitations, that you can still perform the essential functions of your job, and that your employer took an adverse action against you. An “adverse action” includes termination, demotion, not hiring, etc. If you believe that you are a victim of discrimination because of your short stature, call the skilled attorneys at Greenberg & Rudman LLP. You can reach us at 1-800-ALAWPRO or 1-800-252-9776 for a free consultation. You can also visit us at www.discriminationattorney.com to learn more. We are here to help.

Menlo Park is a well-to-do city in San Mateo County. This city is home to over 30,000 residents. This city also houses of many venture capital and private equity companies, along with several major law firms. Regardless of if you are employed in a major law firm, or if you work for a smaller company, you are still protected by labor law.

Under California law, your boss many not discriminate against you based on your race, gender, disability, religion, sexual orientation, and/or age (over 40 years). It is also against the law for your employer to harass you based on any of these characteristics. If you have been a victim of discrimination based on any of these characteristic, you may be able to sue. Don’t hesitate to protect your rights.

If you think that you may be a victim of discrimination or harassment, get help now. Contact the highly skilled attorneys at Greenberg & Rudman LLP. You can reach us at 1-800-ALAWPRO or 1-800-252-9776 for a free consultation. You can also visit us at www.discriminationattorney.com to learn more.

The large restaurant chain, Ruby Tuesday, was recently sued by the Equal Employment and Opportunity Commission (EEOC) on behalf of a class of older job applicants. The lawsuit alleged that the restaurant violated the Age Discrimination in Employment Act (ADEA) by denied jobs to older qualified applicants.

Age discrimination is real, and it is illegal. Both the California Fair Employment and Housing Act (FEHA) and the federal ADEA protect workers over the age of 40 from age discrimination in the workplace. It is important to note that people under the age of 40 years cannot sue. For example, if a person who is 39 years old is denied a restaurant job because of her age, she is not able to sue for age discrimination. However, if a person who is 40 years old is denied a job because of her age, she is able to sue.

However, special packages to encourage early retirement for older workers are not illegal. Sometimes these packages are known as “golden handshakes.” However, if it can be proven that the purpose of offering these packages is to get rid of older workers because of their age, this is illegal.

If you are over the age of 40 years and if you have been denied a restaurant position, lost your job due to your age, or otherwise been a victim of age discrimination, you may be able to sue. To find out more, contact the knowledgeable 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.

Under the law, your employer is prohibited from discriminating against you based on your national origin. National origin discrimination is distinct from race discrimination. National origin discrimination occurs when an employer discriminates against someone because of where they were born. Often times, race discrimination and national origin discrimination are linked. The Immigration and Reform Control Act (IRCA) prohibits employment discrimination because of national origin against U.S. citizens, U.S. nationals, and authorized aliens. In addition, a “U.S. citizens only” hiring policy is illegal unless it is allowed by federal, state, local law or government contract.

Race discrimination is a little different. Under California and federal law, an employer may not discriminate against someone on the basis of their race in relation to the terms and conditions of employment. “Terms and conditions” of employment include things such as salary, work schedules, vacation time, titles, etc. “Race” is generally defined as a person’s ancestry or ethnic characteristics.

Just recently the Equal Employment and Opportunity Commission (EEOC) sued Mount Vernon Holdings, LLC for national origin discrimination. The lawsuit alleged that the company refused to hire applicants based on their non-Hispanic national origin. If you have also been a victim of 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 for a free consultation. You can also visit us at www.discriminationattorney.com to learn more. We can help you fight for your rights in the workplace.

Last year, the Equal Employment and Opportunity Commission (EEOC) received over 13,800 complaints of sexual harassment in the workplace. If you think you may be a victim of sexual harassment, you might very well be correct. There are two basic types of sexual harassment. The first type is known as “quid-pro-quo” harassment. “Quid-pro-quo” is a Latin term that means “this-for-that.” This type of harassment is, in essence, a trade. An example of quid-pro-quo harassment involves your boss asking for a sexual favor in exchange for a promotion or raise. Basically, quid-pro-quo harassment includes any request for sexual favors in exchange for work-related benefits. The second type of harassment is known as the “hostile workplace environment” harassment. This type of harassment is more complicated. For a hostile environment to exist, one must be able to show that their employer or co-worker did or said something that made them feel uncomfortable on the basis of their sex. In addition, this offensive behavior must also be severe or pervasive. Therefore, a passing sexual joke may not be considered hostile workplace harassment. However, daily sexual jokes may be considered hostile environment harassment.

Recently, a company based in Salinas, California, was sued by a former worker for sexual harassment. The Equal Employment and Opportunity Commission (EEOC) sued Hilltown Packing for allowing sexual harassment in the workplace and retailing against a worker for complaining about the harassment. The former agricultural worker alleged she was subjected to sexual comments, propositions, and inappropriate touching from her supervisor. After she reported this behavior, she was not called back to work the next season.

If you have also been subjected to sexual harassment at work, or if you were fired for complaining about sexual harassment, you can get help. Get advice for dealing with this situation by calling the experienced team of attorneys at Greenberg & Rudman LLP. You can reach us at 1-800-ALAWPRO or 1-800-252-9776 for a free consultation. You can also visit us at www.discriminationattorney.com to learn more.

If you have AIDS/HIV you should know that you may be protected from employment discrimination under the Americans with Disabilities Act (ADA). The ADA forbids private employers, state governments, local governments, employment agencies, and labor unions from discriminating against “qualified individuals” with disabilities. Under the ADA, a “qualified individual” with a disability is a person who is able to perform the essential tasks of the job with or without reasonable accommodation. A person is considered to be 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.

Recently, a teacher settled an employment dispute with his private school employer. The employee had been working for the school since 2003. He was diagnosis with HIV in 2005 and reported the condition to the school while requesting the remained of the year off to deal with his condition. According to the employee, the school informed him that his diagnosis would not be popular with the school community. The following year, his teaching contract was not renewed. The case was settled for over $79,000.

If you also have AIDS/HIV, and if you have faced discrimination at work because of your diagnosis, you may be able to sue. Don’t try to fight this battle alone. Contact the skilled attorneys at Greenberg & Rudman LLP. You can reach us at 1-800-ALAWPRO or 1-800-252-9776 for a free consultation. You can also visit us at www.discriminationattorney.com to learn more. We can help you fight for your rights at work.

Just this week Sears agreed to settle a lawsuit brought by the Equal Employment and Opportunity Commission. The lawsuit alleged that Sears violated the Americans with Disabilities Act (ADA) by illegally firing disabled workers. The EEOC claimed that Sears continued to maintain an inflexible leave policy and fired over 100 employees rather than accommodate their disabilities. The $6.2 million settlement is the largest settlement in the EEOC’s history of ADA violations.

If you are a disabled individual, you are also likely protected from disability discrimination under the ADA. The Americans with Disabilities Act applies to private employers, state governments, local governments, employment agencies, and labor unions with 15 or more employees. Under the ADA, an individual is considered to be “disabled” if he or she has 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.

The ADA prohibits employers from discriminating against qualified individuals with disabilities in relation to application procedures, hiring, firing, advancement, salary, training, etc. A “qualified individual” with a disability is a person who is able to perform the essential tasks of the job in question with or without reasonable accommodation. Reasonable accommodations may include making facilities accessible to persons with disabilities, modifying work schedules, restricting jobs, acquiring modifying devices or equipment, etc. An employer is only excluded from his duty to accommodate if it would impose an undue hardship on the company.

If you are a qualified individual and were denied a job because of your disability, were fired because of your disability, or otherwise discriminated against because of your disability, you may be able to sue your employer. Find out what your legal recourses may be by calling the team of skilled attorneys at Greenberg & Rudman LLP. You can reach us at 1-800-ALAWPRO or 1-800-252-9776 for a free consultation. You can also visit us at www.discriminationattorney.com to learn more. We are here to help you.

The Equal Employment and Opportunity Commission (EEOC) recently brought a lawsuit against JPMorgan Chase. The lawsuit alleged that JPMorgan was been guilty of discriminating against women by paying them less than male co-workers and by allowing them to be exposed to a hostile work environment. The EEOC alleged that Aimee Doneyhue was fired in retaliation for complaining about the gender discrimination. If you, like Aimee, think that you may be a victim of gender discrimination – get help now.

Both male and female workers are protected from sex discrimination under California and federal law. Sex discrimination occurs when a worker is treating differently because of their gender in relation to any of the terms and conditions of employment. “Terms and conditions” of employment include mostly anything that is work related. Some examples include salary, vacation time, title, schedule, hours worked, etc.

There are two basic types of gender discrimination. The first type of gender discrimination is called “disparate treatment.” This type of discrimination is relatively straight forward and it occurs when an employee is treated differently because of their sex. The second type of discrimination is more complicated. This type of discrimination is called “disparate impact” discrimination. “Disparate impact” discrimination occurs when a company policy tends to exclude one sex/gender from a particular job or a promotion. The policy wasn’t enacted for this purpose, it was solely the unfortunate side-effect.

If you are wondering if you are a victim of discrimination, call the skilled 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.

Just recently Kodak was sued by a group of African American employees who alleged Kodak engaged in racially discriminatory practices. The plaintiffs’ alleged that Kodak discriminated against African Americans in relation to pay, promotions, job assignments, and layoffs. The parties have agreed to settle the case for $21.4 million. Attorney’s fees alone would account for $9.7 million. In addition to the payment, Kodak has agreed to take several steps to rectify the discriminatory behavior.

If you believe that you have been discriminated against because of your race, you are not alone. This behavior is illegal, and you should not tolerate it. Race-based discrimination is illegal under both California and federal law. Under the law, you boss may not discriminate against you because of your race in relation to any of the “terms and conditions” of employment. The “terms and conditions” of employment include things such as pay, title, vacation time, training opportunities, etc. “Race” is defined as a person’s ancestry or ethnic characteristics. Your boss is also prohibited from discriminating against you based on your associations with people of a certain race. Therefore, your boss may not discriminated against you because you are married to someone who is a certain race or because you have friends of a certain race.

If you think that your employer has been treating you differently from coworkers because of your race or the race of your spouse, you may be able to sue. Get help by calling the skilled team of 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.

Sleep Apnea is a sleeping disorder that is characterized by pauses in one’s breathing during sleep. The treatments for sleep apnea often include as ceasing alcohol consumption or the use of medications to clam the central nervous system. Specific types of pillows can help individuals suffering from sleep apnea. In addition, surgery to tighten airways may help improve an individual’s sleeping pattern.

If you have sleep apnea, you may not be aware of ways in which your boss may be discriminating against you. Some examples of discriminatory practice include your employer not allowing you to miss work for medical appointments, not accommodating your need to take a reasonable time off of work, and now providing you with reasonable at-work accommodations for your sleep apnea.

If you have sleep apnea, and if your boss has been discriminating against you, you may be able to sue. To bring a lawsuit, 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 functions of your job, and that your boss has taken some form of adverse action against you. An “adverse action” may include not hiring, a demotion, or firing.

If you have been a victim of discrimination, you are not alone. Get help by calling the experienced team of attorneys at Greenberg & Rudman LLP. You can reach us at 1-800-ALAWPRO or 1-800-252-9776 for a free consultation. You can also visit us at www.discriminationattorney.com to learn more.

This Bay Area city is home to over 25,700 residents. While many people assume that East Palo Alto is part of the city of Palo Alto, it is actually a separate entity. East Palo Alto is a very diverse city. Over 20 percent of its residents are Black/African American and over 54 percent are Hispanic/Latino. Sadly, East Palo Alto is known for a high crime rate. If you are a resident of this city, you should still be aware that you too are protected under California labor law.

Regardless of your race or gender, you are protected by both California and federal employment law. It is illegal for your boss to discriminate against you based on your race, gender, disability, religion, sexual orientation, and/or age (over 40 years). In addition, your employer may not harass you on the basis of any of these characteristics. This means that your boss may not harass you because you are Black or Hispanic.

If you have been putting up with harassing or discriminatory behavior from your boss, stand up for your rights. The experienced attorneys at Greenberg & Rudman LLP are here to help you. Call 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. We are here to help you.

The company that owes East Coast New Bern Mazda-Suzuki, New Bern Imports and Trucks, LLC, was recently sued for sexual harassment. The lawsuit alleges that one of the owners sexually harassed female employees including subjecting them to unwanted touching and inappropriate comments about their breasts and buttocks. The owner also allegedly propositioned one of the female employees for sex and asked another female worker if he could see her naked.

Sexual harassment is illegal under both California and federal law. There are two basic types of sexual harassment at work. The first type is called quid-pro-quo harassment. This type of harassment is the most well-known and is “clear-cut” harassment. This is the type of harassment that involves a trade. Most often, this occurs when an employer asks an employee for sexual favors in exchange for a promotion or work related benefit. The second type of harassment is known as the “hostile workplace” environment harassment. This type of harassment occurs when a manager, boss, or co-worker engages in offensive behavior that makes an employee uncomfortable because of his or her sex. The offensive behavior must be “severe and pervasive.” This means that if a co-worker makes an offensive sexual joke only once, this is likely not “hostile workplace” harassment. However, if you are offended by a co-worker who makes sexual jokes on a daily basis, you may be a victim of sexual harassment.

If you have questions about sexual harassment or if you would like a free consultation to find out more, contact the skilled 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 can help you stand up for your rights.