San Francisco Employment Lawyer Blog

If you are working overtime hours, you know how important it is for you to get paid for your labor. If you think that your boss is not paying you for your overtime hours or if your boss is miscalculating your overtime, don’t hesitate to act. Under California law, any nonexempt employee shall not be employed to work more than eight hours in one workday or more than 40 hours in one workweek unless he/she receives one and one half times his or her regular rate of pay. Your “regular rate of pay” is the compensation that you normally received for the work that you do.

Did you know that even if you work unauthorized overtime, your boss is still required to pay you overtime? However, an employer can disciple an employee if he or she violates an employer’s policy of working overtime without the required authorization. Just recently an overtime lawsuit filed by a group of firefighters was settle for $45 million. The lawsuit alleged the firefighters suffered from years of miscalculated overtime pay.

If you are an employee in the bay area, and if you have been denied overtime you may be able to sue. Don’t hesitate to stand up for your rights. The experienced attorneys at Greenberg & Rudman LLP are here to help you. 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.

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Whistle blowing occurs when an employee tells on an employer who is breaking the law. If these employees are later fired or retailed against for reporting the illegal act, they are able to sue. In order to be protected by whistle blowing statutes and employee must tell the illegal act to someone in law enforcement or a government agency. If the illegal activity is only reported to someone inside the company, the employee is not protected by whistle blowing statutes. They may, however, be protected by some other laws.

If you have reported your boss’ illegal behavior, and later discovered what you thought was a violation of the law was actually legal, you are still protected by whistle blowing statutes. This means that if you are later fired for reporting what you thought was an illegal act, you may be able to bring a lawsuit. You must be able to show that you reasonably believed you were reporting an illegal act.

Just recently a whistle blowing lawsuit was filed by the Equal Employment and Opportunity Commission (EEOC) on behalf of a former surgical technician. The technician alleged she was wrongfully terminated for blowing the whistle about unsanitary conditions in hospital operating rooms. If you think you may be a Whistle Blower, get help by contacting 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. We are here to help you!

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Women are not only protected from being discriminated against on the basis of their sex, but they are also protected from discrimination based on pregnancy. Pregnancy discrimination is against both federal and state laws. Both California’s Fair Employment and Housing Act (FEHA) and federal Title VII prohibit discrimination based on pregnancy. The ban on pregnancy discrimination also includes discrimination based on childbirth, related medical conditions, or potential pregnancy.

Your employer has an affirmative duty to accommodate your pregnancy. For example, if your doctor requests that you take a position that is less strenuous or hazardous, the employer must transfer you to another position or create such a position. An employer is exempted from this requirement if the creation of such a position would “unduly burden” the employer. In addition, your boss has obligations towards you in regards to pregnancy leave. While Federal Title VII does not explicitly require an employer to grant Pregnancy leave, it does require an employer to grant medical leaves which are applicable to pregnant women. California’s FEHA does provide pregnant women with the right to take a leave of absence for a reasonable period of time. This time does not exceed four months. In addition, an employer does not have to pay the employee during this absence.

Just recently, the Equal Employment and Opportunity Commission (EEOC) brought a pregnancy discrimination lawsuit against a Japanese restaurant. The restaurant allegedly fired a waitress after discovering she was pregnant. The company agreed to settle the lawsuit by paying the employee $30,000. If you have been fired from your job after your boss found out you were pregnant, you may be a victim of pregnancy discrimination. Find out more by contacting the knowledgeable 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.

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Just recently a disability discrimination lawsuit was settled for $100,000. A hearing-impaired operating room scrub technician was fired after being employed with a hospital for over 6 years. The former employee was fired after doctor’s complained she could not hear their instructions. However, the employee asserts that she would have been able to hear if they did not play loud music in the operating room.

If your boss has also treated you less favorably because of your hearing impairment, you may have an employment claim. Your boss is prohibited from discriminating against you based on your hearing disability under both California’s Fair Employment and Housing Act (FEHA) and the federal Americans with Disabilities Act. In order for you to be able to bring a claim under either the ADA or FEHA, you must be able to show that you are a “qualified individual with a disability.” This means that you must be able to do your job with or without a reasonable accommodation.

If you think you are a qualified individual with a disability and if you have been fired or demoted because of your disability, you may be able to sue. To find out more, get in touch with the skilled group of lawyers 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. We can help guide you through this process.

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A phobia is an irrational and persistent fear of certain objects, activities, or persons. The most common symptom of this disorder is an obsessive attempt to avoid the feared object. If the fear is beyond a person’s control, or if is interfering with a person’s daily life, they may be diagnosed with anxiety disorder. Phobias are very common, and are most often linked with anxiety disorders. Some therapists work through an individual’s phobias by desensitizing them to the feared object. Other therapists recommend cognitive-behavioral therapy, which allows the patient to understand the negative thought patterns and how to change them.

If you have a phobia, you are likely protected from discrimination at work based on this phobia. 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 a reasonable time off work, your employer not providing you with reasonable on-site accommodations for your disability, and your boss not accommodating your need to attend psychotherapy or counseling sessions to control your phobia.

If you have been a victim of discrimination based on your phobia, you may be able to bring a discrimination lawsuit. In order to sue, you must be able to show that you are disabled, 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 an adverse action against you. An “adverse action” may include not hiring you, firing you, demoting you on the basis of your phobia. If you think you may have been a victim of discrimination or if you have questions about your legal rights, contact the experienced lawyers 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 about disability discrimination.

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Watsonville, California is located in Santa Cruz County. This town is known for producing a variety of fruits and vegetables and is home to Driscoll’s Strawberries. In addition, to produce companies, Watsonville is also home to some very large construction companies including Graniterock and Granite Construction.

Watsonville boasts a large population of over 43,300 residents and a very large Hispanic/Latino population. It is important to note that regardless of your race, color, religion, you are protected by California and federal employment law. This means that your employer may not discriminate against you on the basis of your gender, disability, religion, sexual orientation, and/or age (over 40 years). Moreover, your boss and/or co-workers may not harass you on the basis of any of the previously mentioned characteristics.

If you have been harassed or discriminated against because of your race, color, religion, gender, disability, sexual orientation, and/or age (over 40 years), you may have an employment claim. Contact 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. Our team of lawyers is here to help you!

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Sexual harassment can occur in many different ways. Both men and women can be harassers, and both men and women can be victims of harassment. When men are victims of sexual harassment, they may be embarrassed to seek the help they deserve. If you are a male victim of sexual harassment, you should be aware that there are many other men in your situation. Get help today.

There are two basic types of sexual harassment. The first type of harassment is known as “quid-pro-quo” harassment. “Quid-pro-quo” is a Latin terms that means “this for that.” This type of harassment involves a trade. Typically, quid-pro-quo harassment occurs when your boss asks for sexual favors in exchange for work-related benefits. The second type of sexual harassment is known as the “hostile environment.” This type of sexual harassment occurs when your boss or coworker does or says something that makes you feel uncomfortable because of your sex. When this offensive behavior is severe or pervasive, it is illegal.

Just last week a national movie theater chain agreed to pay $175,000 to settle a sexual harassment lawsuit. According to the lawsuit, a male employee was subjected to harassment by a female co-worker who repeatedly grabbed his crotch. If you have also been a victim of sexual harassment, get help today. 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. We are here for you.

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If you are a California resident with a disability, you should know that both California and federal law prohibits employment discrimination based on disability. If you think that you may have been a victim of disability discrimination, you are not alone. The Equal Employment and Opportunity Commission (EEOC) has received numerous disability discrimination allegations each year. In 2008 alone, the EEOC received over 19,400 allegations of disability discrimination in the workplace.

California’s FEHA act is more protective of workers in three important ways. First, FEHA requires a lower standard for defining someone as “disabled.” Under the ADA, a person is considered disabled if the individual is “substantially” limited in a major life activity. However, under FEHA, an employee is considered disabled if he/she is “limited” in a major life activity. Second, the ADA does not necessarily cover “work” as a major life activity. However, FEHA covers working/employment as a major life activity. Lastly, under the ADA an individual’s disability will be considered in a mitigated state. This means that a person with a vision disability will be evaluated with the “mitigated” state of wearing glasses. However, under FEHA, the individual is evaluated in the unmitigated state.

If you have been a victim of disability discrimination, don’t remain silent. Get help immediately by calling the experienced employment lawyers 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. We can help you fight for your rights!

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If you are deaf, and if you are denied a job because of your deafness, you are protected under both federal and California law. The federal Americans with Disabilities Act (ADA) is in place to protect people in your situation. Under the ADA, an employer may not refuse to hire a qualified individual with a disability solely because of their disability. In fact, the ADA applies whenever an employer treats a qualified individual with a disability unfavorably because of his/her disability.

A “qualified individual” with a disability is defined as a person who meets the job requirements and who can show they have a disability because they meet one of three criteria. A person is considered “disabled” under the ADA if he/she (1) has a physical or mental condition that substantially limits a major life activity, (2) he/she has a history of a disability, or (3) he/she is believed to have a physical or mental impairment that is not transitory. A “major life activity” includes things such as walking, talking, seeing, hearing, or learning.

Just recently, a large skin care product company agreed to settle a disability discrimination lawsuit brought by a deaf applicant. The Equal Employment and Opportunity Commission (EEOC) brought the lawsuit on the applicant’s behalf. The EEOC alleged that the company violated the Americans with Disabilities Act by refusing to hire the applicant because she is deaf. If you were refused a job because you are deaf, or because of another disability, get help now! Call the attorneys at Greenberg & Rudman LLP. Our group of lawyers is experienced in this area of law, and they can guide you through the process of protecting your rights. 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.

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In this unstable economy, older employees may be concerned with the potential for being laid off. However, under California’s Fair Employment and Housing Act (FEHA) and federal Title VII, employers may not target older employees for layoffs. Age discrimination is not only wrong, but it is also illegal. However, under the law, age discrimination protection only applies to workers 40 years and older. If you are laid off from your job at 39 because your boss says you are “too old,” you are not protected under age discrimination statutes.

There are some cases where it may look like age discrimination is occurring, but it is not. For example, employers are allowed to replace older workers with younger workers if the reason is not age related. For example, an employer may replace higher paid employees with lower paid employees with less seniority. Often times, this may look as if a younger employee is being favored over an older one. However, if age is not the motivation, it is not illegal.

Just recently, two former employees of a chemical manufacturer were awarded $6.2 million in damages. The two employees alleged that they were fired from their jobs in a company layoff that specifically targeted only older workers. If you are over 40 years and if you have lost your job in a layoff that targeted older employees, seek legal counsel now. The team of attorneys at Greenberg & Rudman LLP is here to guide you through this process. 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. We will fight for your rights!

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“Whistle blowing” is a term that refers to an employee’s act of telling on an employer who is breaking the law. Recently the defense contracting company, Lockheed Martin, was sued by a former engineer for wrongful termination. Darrol Olsen, the employee, alleged he was fired after he claimed Lockheed knowingly used “defective” stealth coatings when it was manufacturing its F-22 Raptor stealth jets. “Whistle blowing” lawsuits are not uncommon. If you have stood up for what you believed was right, and were fired as a result, you may be able to sue.

Employees who blow the whistle on their employers are protected under California law. If you “blew the whistle” on your boss and were fired or retailed against, you may be able to sue. In order to qualify for protection under “whistle blowing” statutes, you must have told someone outside of your company about the illegal act. This means that you must have reported the illegal activity to law enforcement or a government agency. If you have only reported the behavior to someone inside the company, you are not protected by “whistle blowing statutes.” However, you may be covered under other laws. If you report your employer’s wrongful activity, and later find out that it is not illegal, you may still be protected. Whistle blower statutes do not required that your boss has actually engaged in an illegal activity. The law only requires that you must have reasonably believed you were reporting a violation of the law.

If you have blown the whistle on your boss or company, and were fired or demoted, contact the experienced employment attorneys at Greenberg & Rudman LLP. Our team of attorneys can help you protect your rights. 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.

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The Cheesecake Factory restaurant chain has agreed to pay $345,000 to six male employees in order to settle a sexual harassment lawsuit. The male workers alleged they were subjected to sexual harassment and assault by other male coworkers when employed at the restaurant. The harassers allegedly inappropriately touched the victims, made sexual comments to them, and forced them to simulations of rape. If this scenario is familiar, you can get help. Sexual harassment, whether done by a male or female to someone of the same (or opposite) sex, is against the law.

Sexual harassment laws are in place to protect workers from this unacceptable behavior. Under both California and Federal law, there are two types of sexual harassment. The first type of sexual harassment is known as “quid-pro-quo” harassment. Quid-pro-quo harassment is the most well-known type, and occurs when an employer asks for a sexual favor in exchange for a work related benefit. However, quid-pro-quo harassment also covers harassment where an employer tries to blackmail an employee into doing sexual acts in order not to be fired. The second type of sexual harassment is known as the “hostile environment.” This type of harassment occurs when a manager or coworker does or says something that makes an employee feel uncomfortable because of their sex. The offensive behavior must also be severe or pervasive.

If you have been a victim of either quid-pro-quo harassment or the hostile environment harassment, you have options. The experienced employment attorneys at Greenberg & Rudman LLP are here to help you. Call us for a free consultation. 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.

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Polio is a viral disease that is spread from one person to another via the fecal-oral route. While most polio infections do not have symptoms, some rare cases can dramatically affect the central nervous system. Once inside the nervous system, the virus infects and destroys motor neurons. This can result in weakened muscles and paralysis. The polio vaccines developed in 1955 have helped to lessen the spread of this disease and may result in a global eradication of the disease.

If you have polio, you are protected from workplace discrimination based on your disease. Some examples of ways in which you may have experienced discrimination include your boss not allowing you to miss work for medical appointments, your employer not accommodating your need to take a reasonable period of time off work, your boss not providing you with reasonable at-work accommodations for your polio, and your employer not accommodating your weakened muscles/limbs and your need to use a cane.

If you have polio, and if you have been discriminated at work because of your polio, you may be able to bring a discrimination lawsuit. In order to sue, you must be able to show that your polio is considered a disability, 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 an adverse action against you because of your disability. An adverse action may include not hiring you, terminating you, or demoting you.

If you have been a victim of discrimination because of your polio, get help today. Contact the skilled team of employment lawyers 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. We are here to fight for your rights.

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San Pablo, California is a mid-size city located in Contra Costa County. This town is home to over 30,000 residents of various backgrounds. Over 15 percent of San Pablo citizens identify as Black or African American. Over 17 percent identify as Asian. San Pablo also has a large Hispanic/Latino group of residents. If you live in or around San Pablo, you should be aware that regardless of your race or ethnicity, you are protected under California and federal employment law.

Both California’s Fair Employment and Housing Act (FEHA) and Federal Title VII protect individuals from discrimination in the workplace. Under the law, your boss may not discriminate against you on the basis of your gender, disability, religion, sexual orientation, and/or age (over 40 years). Also, your employer or co-workers may not harass you on the basis of any of these characteristics.

If you have been a victim of harassment based on your gender, disability, religion, sexual orientation, and/or age, or if you have been discriminated against on the basis of any of these characteristics, you can get help. Don’t try to fight this battle alone. The experienced attorneys at Greenberg & Rudman LLP are here to guide you through this process. 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.

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Disability discrimination is not only wrong, but it is illegal. It is against both California’s Fair Employment and Housing Act (FEHA) and the federal Americans with Disabilities Act (ADA). FEHA applies to companies with 5 or more employees, and the ADA applies to employer with 15 or more employees. A person is considered disabled if he or she has a physical or mental condition that substantially limits a major life activity, has a history of such a disability, or is believed to have a physical or mental impairment that is not transitory and minor. Disability discrimination occurs when an employer treats an applicant or employee in a discriminatory manner because he/she has a history of a disability or because he/she is believed to have a physical or mental impairment that is not transitory. In addition, the employer must provide an disabled employee or applicant with a reasonable accommodation. A “reasonable accommodation” includes something that would help a person with a disability apply for a job, perform the duties of a position, or enjoy the benefits of employment. Some examples of reasonable accommodations include making the workplace wheelchair accessible, or providing a reader/interpreter.

If you have HIV/AIDS and were denied a job or fired because of your condition, you may be a victim of disability discrimination. Just recently a trucking company was sued by the Equal Employment and Opportunity Commission (EEOC) for discriminating against a worker with HIV. The lawsuit alleges that the company wrongfully terminated an employee after they learned he was HIV positive. It is unlawful for an employer to fire an employee because he/she has HIV without finding out if the employee would be able to continue to perform his/her job duties.

If you have been fired because you have HIV, you should contact the experienced San Francisco discrimination lawyers. 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. We will fight for your right to a non-discriminatory workplace.

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A class-action lawsuit was filed last week on behalf of several truck drivers who were denied wages and suffered from other employment laws violations. The trucking company, Total Transportation Service, Inc., allegedly cheated workers out of wages and refused to provide them with the proper meal and rest periods. The company has refused on comment on the allegations.

If you are a truck driver in the Bay Area, you are entitled to be paid in accordance with the law. This means that you must be paid at least minimum wage. California’s minimum wage is currently set at $8 per hour. In addition, unless you belong to a class of exempt workers, your boss must pay you overtime if you are entitled to it. Overtime is classified as any hours over eight hours per day or 40 hours per week. Any hours that are worked over the typical workday are classified as “overtime” and should be paid at the rate of one and one half times your regular rate of pay.

If you have been denied overtime for the hours you have worked, been forced to go without meal or break periods, or if you have not been paid the money you have earned, get help now. Call the experienced employment 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. We will help you protect your rights at work.

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Six African American employees emerged victorious from a racial discrimination lawsuit filed against their former employer and steel manufacturer, Nucor. The workers were awarded $1.2 million in damages for the discrimination they faced at work. The African American employees were forced to deal with images of nooses, threatening gestures, and company-sold symbols of the confederacy. If you are working in the Silicon Valley area, you should know that it is illegal for you to be working in an environment where you a subjected to continual racial slurs and threats.

It is not too late, and you are not alone in this experience. Race discrimination is illegal under both California’s Fair Employment and Housing Act (FEHA) and federal Title VII. If you think you may be a victim of discrimination, you should be aware that there are two types of race-based discrimination. The first type of discrimination is known as “disparate treatment.” This type of discrimination is rather “straight forward” and involves your boss treating you differently than other workers because of your race. The second type of discrimination is known “disparate impact” discrimination. This type of discrimination occurs when a company policy tends to exclude one race from a certain job or position. The policy wasn’t designed to have this effect, but it was rather the unfortunate side-effect of the policy.

If you believe that you have been a victim of race-based discrimination, get help today. Call the experienced attorneys at Greenberg & Rudman LLP for advice. 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. We are here to guide you through this process.

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If you have been dealing with unwanted sexual advances at work, you may be a victim of sexual harassment. Don’t put up with this behavior – stand up for your rights at work. Just recently, the Ruby Tuesday restaurant chain has agreed to pay $225,000 to five female employees who were sexual harassed by a male supervisor. The female workers were subjected to crude sexual propositions and remarks about their appearance. In addition to the settlement, the company has agreed to provide sexual harassment training to all of its managers and supervisors.

Sexual harassment is a very complicated area of law. However, if you think you may have been sexually harassed there are a few basic things you should know. First, there are two types of sexual harassment. The first type of sexual 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. Under this type of harassment, a manager or supervisor asks for sexual favors in exchange for work benefits. The second type of sexual harassment is known as the “hostile environment”. This type of harassment occurs when a co-worker or boss does or says something that makes you feel uncomfortable because of your sex. In addition, this offensive behavior must also be severe or pervasive.

If you think that you may have experienced either quid-pro-quo harassment or the hostile environment harassment, call the experienced attorneys at Greenberg & Rudman LLP to find out more. Our team is here to fight for your rights. 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.

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Lawry’s restaurant, an up-scale steakhouse based out of southern California, recently agreed to settle a reverse sex discrimination lawsuit. The lawsuit was brought in 2006 by the Equal Employment and Opportunity Commission (EEOC) on behalf of a former busboy. The worker alleged he was denied a higher paid position as s waiter because of his sex. Lawry’s restaurant has a policy of only hiring women to serve as waitresses. Since 1938, Lawry’s has hired female workers dressed in 1930’s and 1940’s fashion. Under the settlement, Lawry’s agreed to pay $500,000 to men who were denied jobs as waiters.

If you have faced reverse sex discrimination, you are not alone. In 2008, the EEOC received over 28,000 sex discrimination allegations and resolved 24,000 of the claims. If you think you may have been a victim of sex discrimination, you should be aware that there are two types of gender discrimination. The first type of discrimination is “disparate treatment.” This type of discrimination is straight-forward discrimination. It occurs when your boss treats you differently from other workers because of your gender. The second type of discrimination is known as “disparate impact” discrimination. This type of discrimination occurs when an employer’s company policy tends to exclude one sex from a promotion or certain position. The policy, however, was not intended to have this effect. Rather, the unpleasant outcome was solely an unfortunate side effect of the policy.

If you have been a victim of either disparate treatment or disparate impact gender discrimination, you should get help now. The attorneys at Greenberg & Rudman LLP are well versed in employment law and will help you fight for your rights. 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.

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Post-traumatic stress disorder (PTSD) is a severe psychological condition that arises from exposure to events that an individual experiences as very traumatic. Events that typically trigger PTSD involve actual or threatened physical injury, or threat to physical or psychological integrity. As a result, the person suffering from PTSD is often unable to deal with the trauma. The development of PTSD depends on the intensity of the event, the duration of the event, and the particular individual experiencing the event. Most people who experience traumatic events will not be affected by PTSD.

If you have post traumatic stress disorder, you may have already been 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 period of time off work, not allowing you at work accommodations for your disability, and not allowing you to attend psychotherapy to deal with your PTSD.

If you have experienced discrimination because of your post traumatic stress disorder, you may be able to sue. You may be able to bring a lawsuit if your disability results in physical limitations, if you can still perform the essential functions of your job, and if your boss has taken some form of adverse action against you. Adverse actions include things such as termination, refusal to promote, and refusal to hire. If you have been a victim of discrimination, get help today. Contact the experienced attorneys at Greenberg & Rudman LLP who will fight for your rights. 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. We can help you.

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The city of Saratoga is located in Santa Clara County. This town a central part of the Silicon Valley, and it is one of the top-earning cities in the country. While Saratoga may have a small-town feel, it is home to over 31,300 residents. The large majority of Saratoga’s residents are Caucasian, but this city also has a large Asian population that comprises roughly 37 percent of the population.

While this city may not be very ethnically diverse, Saratoga is still bound by California employment laws. If you work in or around Saratoga, you should know that you are protected from unlawful employment discrimination and harassment. Under the law, your boss may not discriminate against you on the basis of your gender, disability, religion, sexual orientation, and/or age (over 40 years). In addition, your boss and coworkers may not harass you based on any of the previously mentioned characteristics.

If you believe you may be a victim of discrimination or harassment, get help today. The attorneys on our staff are experienced in the realm of employment law and will help you fight for your rights at work. 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.

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Posted In: EMPLOYMENT CLAIMS

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