San Francisco Employment Lawyer Blog

The Equal Employment and Opportunity Commission (EEOC) brought a lawsuit on behalf of a Seventh-Day Adventist who was fired after refusing to work on the Sabbath. The EEOC sued the employee’s former company for religious discrimination an alleged the company violated federal law by denying a religious accommodation for its employees. The EEOC is seeking back pay, compensatory damages, and punitive damages for the alleged victims of the religious discrimination.

Religious discrimination is prohibited under both California and federal law. Under the law, an employer may not discriminate on the basis of religion in relation to any of the “terms and conditions” of employment. “Terms and conditions” include things such as interviewing, termination, vacation time, titles, salary, etc. In addition, an employer is required to make reasonable accommodations for a person’s sincerely held religious beliefs. The employer is excused from this requirement only if the accommodation would impose a significant economic burden or when accommodating the religious belief would be unfair to other employees who do not have the same beliefs.

In addition, it is inappropriate for your boss to ask you about the specifics of your religious beliefs, your availability to work for holidays based on religion, and to require to you to violate your religious beliefs or practices. If you have been a victim of religious discrimination, get help today. The attorneys at Greenberg & Rudman LLP are well versed in employment law, and can help you protect 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.

Posted by Greenberg & Rudman | Permalink | Email This Post

Posted In: WORKPLACE DISCRIMINATION

Bookmark:

Federal Title VII does not explicitly require employers to grant pregnancy leave. However, it does prohibit pregnancy discrimination. In addition, Title VII does required employer to grant medical leaves which are applicable to pregnant women. However, California’s Fair Employment and Housing Act (FEHA) does specifically give women the right to take a leave of absence for a reasonable time that does not exceed four months. A “reasonable period” of time is the period when a women is considered “disabled” because of her pregnancy or related medical conditions. “Disabled” simply means that she cannot work. An employer is not required to pay the employee during this time.

It is important to note that employers generally cannot force an employee to take pregnancy family medical leave. However, if an employer can show that a woman absolutely cannot do her job, or is “disabled” by the pregnancy, he may be allowed to make her take a leave of absence.

An employer also has the duty to “accommodate” a worker’s pregnancy. This means that if a woman’s doctor recommends she work in a less strenuous or hazardous position, the employer must transfer her to another position or create one. The employer is exempted from this requirement if the accommodation would be an undue burden on the employer. If you are pregnant and your employer has denied you leave, get help today. Contact 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. We are here to help you.

Posted by Greenberg & Rudman | Permalink | Email This Post

Posted In: EMPLOYMENT CLAIMS , WORKPLACE DISCRIMINATION

Bookmark:

Sexual orientation discrimination is not only wrong, but it is illegal. California law protects individuals from facing this type of discrimination in northern California workplaces. In addition, the law also protects employees from being discriminated against on the basis of their “perceived” sexual orientation. This means that if an employer refuses to hire you because he thinks that you are gay, and you are not, you may still have a legal claim.

It is very important to note that sexual orientation discrimination claims have a strict statute of limitations. A statute of limitations is a time frame in which a claim can be filed. If you have experienced sexual orientation discrimination in California, you must file a complaint with the California Labor Commission no more than 30 days after you are discriminated against. You can only bring a lawsuit if you have filed such a complaint with the Labor Commission.

Sexual orientation discrimination is often coupled with gender discrimination. An example of this occurs if an employer asks an employee to sleep with him and the employee refuses. If the employee mentions she is a lesbian at the time of refusal, and the employer fires her because of it, gender discrimination is also present. If you think that you may be a victim of sexual harassment, get help immediately by contacting 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.

Posted by Greenberg & Rudman | Permalink | Email This Post

Posted In: WORKPLACE DISCRIMINATION , WORKPLACE HARASSMENT

Bookmark:

If you are sick of being referred to by racial slurs and epithets at your job, you should know this behavior is against both California and federal law. Under the law, your boss is prohibited from discriminating against you on the basis of your race in relation to the terms and conditions of employment. He or she also may not harass you on the basis of your racial or ethnic characteristics. “Race” is typically defined as a person’s ancestry or ethnic characteristics. When discrimination based on race affects the “terms and conditions” of employment, it becomes illegal. Terms and conditions include things such as salary, vacation time, title, training opportunities, etc.

In addition, your boss is also prohibited from discriminating against you because your features are “less Caucasian” than another worker or applicant. This means that if two Latino individuals were competing for a job position, the employer may not select the applicant with lighter skin and more Caucasian features simply because of the way that applicant looks.

Just last week, the Equal Employment and Opportunity Commission (EEOC) settled a lawsuit against a car dealership allegedly involved in racial harassment. The lawsuit claims that the car dealership subjected an African American employee to humiliating and derogatory racial comments. The lawsuit settled for $140,000. If you have also been subjected to repeated racial harassment or discrimination, get help immediately. The team of experienced employment attorneys at Greenberg & Rudman LLP is here to help you. 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.

Posted by Greenberg & Rudman | Permalink | Email This Post

Posted In: WORKPLACE DISCRIMINATION

Bookmark:

Both federal and California law protect employees from being discriminated against in relation to the “terms or conditions of employment” on the basis of their religious beliefs or practices. “Terms and conditions” include things such as vacation time, salary, title, work schedules, position, etc. Under federal law, an employer must make reasonable accommodations of a person’s religious beliefs in the workplace. However, an employer is exempted from this requirement if the accommodation would be an undue burden on the employer. An “undue burden” is found when the accommodation would be economically hard on the employer or if the accommodation would be unfair to other employees who do not have the same belief.

It is important to realize that religious discrimination may also be compounded by national origin discrimination. National origin discrimination occurs when an employer discriminates against someone because of where they were born. An employer is prohibited from enacting a “U.S. citizens only” policy unless it is required by federal, state, local law, or government contract. In addition, an employer may not ask an individual about his or her citizenship status. An employer may, however, ask if the applicant is legally authorized to work in the United States.

Religious and national origin discrimination is real. In fact, the Equal Employment and Opportunity Commission (EEOC) just settled a religious discrimination lawsuit against the Health Care and Retirement Corporation of America (HCRCA). The company allegedly violated federal law by firing an employee because of her Sikh religion. The HCRCA refused to accommodate the employee’s Sikh belief that required her to wear a kirpan, a small ceremonial dagger. If you have been placed in a similar situation which has led you to choose between your job and your religious beliefs, contact the legal team 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.

Posted by Greenberg & Rudman | Permalink | Email This Post

Posted In: WORKPLACE DISCRIMINATION

Bookmark:

Race based discrimination and harassment is illegal under both California and federal law. Under both California and federal law, an employer is prohibited from discriminating against an individual on the basis of their race or color in relation to the “terms and conditions” of employment. “Terms and conditions” include things such as salary, vacation time, title, scheduling, etc. “Race” is typically defined as a person’s ancestry or ethnic characteristics. Race-based discrimination is illegal regardless of whether you are Caucasian, mixed race, or any other ethnicity.

Did you know that your employer may also not discriminate against you based your associations with people of a certain race? This means that you cannot be fired because you have friends of a certain race or because you are married to a person of another race. Discrimination on the basis of “color” is also prohibited under the law. This means that your boss may not give preferential treatment to employees or applicants who have more “Caucasian” features than another person. For example, it is illegal for an employer to hire a lighter complexioned applicant over a person with darker features simply because of their color.

Just recently, it was announced that Whirlpool Corporation must pay over $1 million for harassing a female worker because she is black. The Equal Employment and Opportunity Commission (EEOC) brought the lawsuit on behalf of the employee. The lawsuit alleged the appliance manufacturer allowed the plaintiff to be continually harassed by a white male coworker. The racial harassment escalated into a physical assault.

If you have suffered through a similar situation, get help today. Call the experienced team of lawyers at Greenberg & Rudman LLP. 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.

Posted by Greenberg & Rudman | Permalink | Email This Post

Posted In: EMPLOYMENT CLAIMS , WORKPLACE DISCRIMINATION

Bookmark:

Belmont, California is part of the greater San Mateo County and the San Francisco Bay Area. This city is home to Notre Dame de Namur University. On the university campus sits Ralston Hall, a mansion that was built by William Ralston, the founder of the Bank of California. Belmont is home to over 24,900 residents. Belmont’s population is quite diverse and includes an Asian population consists of around 20 percent of the entire city’s population. In addition, Belmont has a large Hispanic/Latino population that includes around 13 percent of the city’s inhabitants.

If you live or work in the Belmont area, you should know that your boss is prohibited from discriminating against you on the basis of your race, color, religion, gender, disability, sexual orientation, and/or age (over 40 years). In addition, your employer or coworkers may not harass you based on any of these characteristics. You are protected against this type of discrimination and harassment under California’s Fair Employment and Housing Act (FEHA) and federal law.

If you believe that you have been a victim of discrimination or harassment, act immediately. The experienced attorneys at Greenberg & Rudman LLP are here to help you. 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. Protect your rights, call today.

Posted by Greenberg & Rudman | Permalink | Email This Post

Posted In: WORKPLACE DISCRIMINATION

Bookmark:

Race discrimination is against both California’s Fair Employment and Housing Act (FEHA) and federal Title VII law. If you have been denied a promotion time and time again while coworkers of other races advanced, you may be a victim of race discrimination. Under both federal and California law, your employer may not discriminate against you in relation to the “terms and conditions” of employment on the basis of your race or color. “Terms and conditions” mean anything related to someone’s job. Some typical examples include position, pay, title, hours, vacation, etc.

Race is defined as a person’s ancestry or ethnic characteristics. Everyone is some race or color. Race discrimination applies to all people regardless of if they are Caucasian, Hispanic/Latino, African American/Black, etc. Not only is it illegal to discriminate against a person on the basis of their race, but an employer may not discriminate against a person on the basis of their color. This means that your boss may not choose a lighter-complexioned person with more Caucasian features over a person with a darker complexion.

If you believe you may be a victim of race-based discrimination, you should be aware that there are two types of racial discrimination. The first type is known as “disparate treatment.” This type of race discrimination is rather straight-forward and it occurs when a person is treated differently because of their race. The second type of discrimination is known as “disparate impact” discrimination. This type of discrimination occurs when a company policy tends to exclude people from a certain race from a job position or promotion. The policy wasn’t intended to have this effect, rather it was the unfortunate side-effect of the policy.

If you think you may be a victim of either disparate treatment or disparate impact racial discrimination, call the Bay Area discrimination attorneys at Greenberg & Rudman LLP to find out how to protect yourself. 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 fight for your rights to a non-discriminatory workplace.

Posted by Greenberg & Rudman | Permalink | Email This Post

Posted In: WORKPLACE DISCRIMINATION

Bookmark:

Many people are unfamiliar with the concept of the “glass ceiling.” However, many people are also unknown victims of this type of discrimination. The glass ceiling centers on the corporate pyramid. At the top of the pyramid, there is the Chairman of the Board and the President. As you go down the pyramid, and as it widens, you find the Executive Vice Presidents, Senior Vice Presidents, Vice Presidents, Managers, Directors, etc.

The glass ceiling exists when you look at the corporate pyramid and see that you can draw a horizontal line across the pyramid and see that there are no female employees above a certain level. For example, you may find that your corporation does not have any female employees above the level of a Manager. This imaginary boundary is known as the “glass ceiling.” The glass ceiling not only prevents women from climbing the corporate ladder, but it may also prevent people of certain races from advancing as well.

Gender discrimination is not always easy to detect, but sadly it is very common in the workplace. The Equal Employment and Opportunity Commission (EEOC) received over 28,000 allegations of sex based discrimination in 2008 alone. If you are prevented from achieving the success you deserve by the glass ceiling, get help by contacting 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.

Posted by Greenberg & Rudman | Permalink | Email This Post

Posted In: WORKPLACE DISCRIMINATION

Bookmark:

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.

Posted by Greenberg & Rudman | Permalink | Email This Post

Posted In: WORKPLACE DISCRIMINATION

Bookmark:

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!

Posted by Greenberg & Rudman | Permalink | Email This Post

Posted In: WORKPLACE DISCRIMINATION

Bookmark:

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.

Posted by Greenberg & Rudman | Permalink | Email This Post

Posted In: WORKPLACE DISCRIMINATION

Bookmark:

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.

Posted by Greenberg & Rudman | Permalink | Email This Post

Posted In: WORKPLACE DISCRIMINATION

Bookmark:

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.

Posted by Greenberg & Rudman | Permalink | Email This Post

Posted In: WORKPLACE DISCRIMINATION

Bookmark:

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.

Posted by Greenberg & Rudman | Permalink | Email This Post

Posted In: WORKPLACE DISCRIMINATION

Bookmark:

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.

Posted by Greenberg & Rudman | Permalink | Email This Post

Posted In: WORKPLACE DISCRIMINATION

Bookmark:

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.

Posted by Greenberg & Rudman | Permalink | Email This Post

Posted In: WORKPLACE DISCRIMINATION

Bookmark:

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.

Posted by Greenberg & Rudman | Permalink | Email This Post

Posted In: EMPLOYMENT CLAIMS , WORKPLACE DISCRIMINATION

Bookmark:

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.

Posted by Greenberg & Rudman | Permalink | Email This Post

Posted In: WORKPLACE DISCRIMINATION , WORKPLACE HARASSMENT

Bookmark:

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.

Posted by Greenberg & Rudman | Permalink | Email This Post

Posted In: WORKPLACE DISCRIMINATION

Bookmark:

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.

Posted by Greenberg & Rudman | Permalink | Email This Post

Posted In: WORKPLACE DISCRIMINATION

Bookmark:

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.

Posted by Greenberg & Rudman | Permalink | Email This Post

Posted In: WORKPLACE DISCRIMINATION

Bookmark:

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.

Posted by Greenberg & Rudman | Permalink | Email This Post

Posted In: WORKPLACE DISCRIMINATION

Bookmark:

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.

Posted by Greenberg & Rudman | Permalink | Email This Post

Posted In: WORKPLACE DISCRIMINATION , WORKPLACE HARASSMENT

Bookmark:

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.

Posted by Greenberg & Rudman | Permalink | Email This Post

Posted In: WORKPLACE DISCRIMINATION

Bookmark:

Did you know that religious discrimination is prohibited under both California and federal law? Under the law, your boss may not treat you differently based on your religion in relation to the “terms and conditions” of employment. Terms and conditions relate to scheduling, salary, training opportunities, titles, vacation time, etc. Under federal law, a boss must make reasonable accommodations for a person’s religious beliefs or practices. The employer is only exempt from this requirement if the accommodation would be an undue burden on the employer. This means that the employer would not have to accommodate the request if it would pose a substantial economic burden.

In addition, it is also against the law for your boss to ask your religious beliefs. Often times, religious discrimination may be connected with national origin discrimination. Under federal law, an employee cannot be forced to participate, or not participate, in a religious activity as a condition of employment. Recently, Alliance rental Center was charged with religious discrimination. The lawsuit alleged that the company violated the rights of a Jehovah’s Witness employee. The company had a “Red Shirt Friday” dress code that was implemented to show support for the U.S. Military. However, the employee’s religion forbid him from expressing opinions about government or political issues. The worker sought to be excused from the dress code, but was reprimanded for not complying. The employee was later fired.

If you have been a victim of religious discrimination, get help today. Call the experienced team of 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.

Posted by Greenberg & Rudman | Permalink | Email This Post

Posted In: WORKPLACE DISCRIMINATION

Bookmark:

Pregnancy discrimination is a growing problem in today’s workforce. In the past few years the Equal Employment and Opportunity Commission (EEOC) has seen a rise in pregnancy discrimination complaints. In 2006, the EEOC received over 4,900 complaints. This number increased to over 5,500 in 2008. The year 2006 has also seen a dramatic increase to 6,200 allegation of pregnancy discrimination. If you think that you may be a victim of pregnancy discrimination, you can get help.

Pregnancy discrimination is against both California and federal law. Under the law, discrimination based on pregnancy, childbirth, or related medical conditions is prohibited. In addition, discrimination based on “potential” pregnancy is illegal. For example, this means that your boss cannot prohibit you from working a particular position or job because you are female and have the ability to become pregnant. Aside from the duty not to discriminate, employers also have a duty to accommodate pregnancy. This means that if you become pregnant and your doctor advises you to seek a position that is less strenuous or hazardous, your boss must transfer you to another position if he is able. Or, he must create another position if it does not unduly burden him.

Under federal law, an employer does not required to grant Pregnancy leave. However, it does require employers to grant medical leaves that are applicable to pregnant women. Under California’s Fair Employment and Housing Act, pregnant women are specifically given the right to take a leave of absence for a reasonable time period that does not exceed four months. An employer may also require their employee to provide them with reasonable notice prior to taking a leave of absence. In addition, a employer can ask how long the leave is expected to last.

If you have been denied pregnancy leave, or if your boss has discriminated against you because you are pregnant, get help now. Our team of attorneys at Greenberg & Rudman LLP is here to help support you during this difficult time. 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.

Posted by Greenberg & Rudman | Permalink | Email This Post

Posted In: WORKPLACE DISCRIMINATION

Bookmark:

A McDonald’s franchise was recently sued for allowing the continual harassment of a worker with a mental disability. The lawsuit was brought by the Equal Employment and Opportunity Commission (EEOC) against the company. The alleged victim of the discrimination, Timothy Artis, was called derogatory names and received physical threats. Artis was called “dumb,” “retarded,” and “stupid.” The lawsuit also claimed he was threatened with a box cutter, shoved, and pushed at work.

The federal Americans with Disabilities Act (ADA) forbids employers from discriminating against employees on the basis of a disability. California’s Fair Employment and Housing Act (FEHA) also prohibits this type of discrimination. The ADA applies to employers with 15 or more employees, and FEHA applies to employers with 5 or more employees. Under the ADA, a boss is prohibited from discriminating against a qualified individual with a disability in relation to hiring, firing, salary, job training opportunities, etc. A qualified individual with a disability is one who is able to perform the tasks of the job with or without reasonable accommodation. “Reasonable accommodation” may include making existing facilities usable by employees with disabilities, job restructuring, modifying schedules, acquiring or modifying equipment or devices, etc.

If you have been a victim of disability discrimination, stand up for your rights at work. In 2008 alone, the EEOC received over 19,400 charges of disability discrimination and recovered over $57.2 million in damages. Call our team of 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. We are here for you.

Posted by Greenberg & Rudman | Permalink | Email This Post

Posted In: DISABILITY / MEDICAL DISCRIMINATION , WORKPLACE DISCRIMINATION

Bookmark:

The Equal Employment and Opportunity Commission (EEOC) recently sued a company, Smith International Truck Center for allegedly having a history for discrimination against workers with mental illness. The EEOC argues that the company relied upon “myths, fears and stereotypes about mental impairments” and wrongfully fired a worker who took medical leave for a mental health issue. The lawsuit claims that the worker, Stephen Kerns, took a week off to receive medical treatment and have his dosage of medication adjusted. Kerns was fired briefly after returning to work without restrictions. The EEOC is arguing that Kerns was fired for his “perceived disability.” This is in violation of the Americans with Disabilities Act (ADA).

The Americans with Disabilities Act is a federal law that prohibits private employers, state governments, local governments, employment agencies, and labor unions from discriminating against a “qualified individual” with a disability in relation to hiring, firing, promotions, salary, etc. Under the act, a person is considered “disabled” if they have a physical or mental impairment that substantially limits one or more major life activity, has a record of such an impairment, or is regarded as having such an impairment. A “qualified individual” with a disability is one who can perform the essential tasks of the job with or with reasonable accommodation.

If you feel that your boss may be treating you differently because of your mental illness, you may be able to sue. If you would like more information, contact the skilled employment attorneys of the San Francisco area. 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.

Posted by Greenberg & Rudman | Permalink | Email This Post

Posted In: DISABILITY / MEDICAL DISCRIMINATION , WORKPLACE DISCRIMINATION

Bookmark:

The Equal Employment and Opportunity Commission (EEOC) just recently settled a lawsuit for $415,000 against a credit card processing company for racial harassment. The lawsuit alleged that company harassed African American workers with racial slurs and epithets. The racially hostile work environment included extreme verbal abuse including referring to African American workers with the N-word, calling them “porch monkeys,” and forcing them to play “Civil War games” where employees were divided into North and South. The supervisors also referred to employees’ black or mixed race children as “porch monkeys” or “Oreo babies.”

Racial harassment is often linked to racial discrimination. Both racial discrimination and racial harassment are illegal under California law. Under the law, an employer may not discriminate against an employee on the basis of their race in relation to the “terms or conditions” of employment. “Terms and conditions” include things such as salary, vacation time, position, title, etc. “Race” is generally defined as a person’s ancestry or ethnic characteristics. Discrimination based on association is also illegal. Therefore, your boss may not discriminate against you because you are married to, or friends with, a person of a certain race.

If you believe that you have been a victim of racial discrimination or racial harassment you are not alone. It is not only unfair, but it is illegal, for your employer to refer to you through the use of racial slurs or derogatory terms. Contact our 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 are here to help you fight for your right to a non-hostile workplace.

Posted by Greenberg & Rudman | Permalink | Email This Post

Posted In: WORKPLACE DISCRIMINATION , WORKPLACE HARASSMENT

Bookmark:

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 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.
face

Posted by Greenberg & Rudman | Permalink | Email This Post

Posted In: WORKPLACE DISCRIMINATION

Bookmark:

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 1-800-ALAWPRO or 1-800-252-9776 for a free consultation. You can also visit us at www.discriminationattorney.com to learn more.

Posted by Greenberg & Rudman | Permalink | Email This Post

Posted In: WORKPLACE DISCRIMINATION

Bookmark:

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 Greenberg & Rudman LLP. You can reach us at 1-800-ALAWPRO or 1-800-252-9776. Call us for a free consultation. You can also visit us at www.discriminationattorney.com to learn more.

Posted by Greenberg & Rudman | Permalink | Email This Post

Posted In: WORKPLACE DISCRIMINATION

Bookmark:

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

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

If you have faced age discrimination in your workplace, get help now! Call the experienced attorneys at Greenberg & Rudman LLP. You can reach us at 1-800-ALAWPRO or 1-800-252-9776. Call us for a free consultation. You can also visit us at www.discriminationattorney.com to learn more.

Posted by Greenberg & Rudman | Permalink | Email This Post

Posted In: WORKPLACE DISCRIMINATION

Bookmark:

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

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

A woman recently sued her employer for wrongfully terminated her from her job with a property management company. The former employer alleged that her Mormon boss fired her because she was Catholic. If you believe you are a victim of religious discrimination or harassment, get help today! Call our team of skilled attorneys at Greenberg & Rudman LLP. You can reach us at 1-800-ALAWPRO or 1-800-252-9776. Call us for a free consultation. You can also visit us at www.discriminationattorney.com to learn more.

Posted by Greenberg & Rudman | Permalink | Email This Post

Posted In: WORKPLACE DISCRIMINATION , WORKPLACE HARASSMENT

Bookmark:

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

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

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

Race discrimination is sadly all too common. If you have been a victim, you should know you are not alone. Recently, a former assistant managing editor of The Wall Street Journal brought a lawsuit against Dow Jones & Co. for racial discrimination. The company denies the allegation. If you believe you are a victim of race discrimination, get help now! Contact the discrimination lawyers at Greenberg & Rudman LLP. You can reach us at 1-800-ALAWPRO or 1-800-252-9776. Call us for a free consultation. You can also visit us at www.discriminationattorney.com to learn more.

Posted by Greenberg & Rudman | Permalink | Email This Post

Posted In: WORKPLACE DISCRIMINATION

Bookmark:

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

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

Boeing, a large airplane manufacture, was recently involved in a gender discrimination suit brought by two former employees. The women were allegedly “set-up to fail” at their jobs and subjected to unwelcoming behavior at work because of their gender. This type of discrimination is not only wrong, but it is against the law! If you have faced similar discrimination at your job, contact the skilled attorneys at Greenberg & Rudman LLP. You can reach us at 1-800-ALAWPRO or 1-800-252-9776. Call us for a free consultation. You can also visit us at www.discriminationattorney.com to learn more.

Posted by Greenberg & Rudman | Permalink | Email This Post

Posted In: WORKPLACE DISCRIMINATION

Bookmark:

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

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

If you have been denied your pregnancy leave under California’s FEHA, been refused a job because you are pregnant, or faced other pregnancy discrimination, get help today! Contact the skilled attorneys at Greenberg & Rudman LLP. You can reach us at 1-800-ALAWPRO or 1-800-252-9776. Call us for a free consultation. You can also visit us at www.discriminationattorney.com to learn more.

Posted by Greenberg & Rudman | Permalink | Email This Post

Posted In: WORKPLACE DISCRIMINATION

Bookmark:

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

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

If you have been a victim of sex discrimination, call the experienced attorneys at Greenberg & Rudman LLP. Our team of lawyers will help you fight for your jobs in the workplace. You can reach us at 1-800-ALAWPRO or 1-800-252-9776. Call us for a free consultation. You can also visit us at www.discriminationattorney.com to learn more.

Posted by Greenberg & Rudman | Permalink | Email This Post

Posted In: WORKPLACE DISCRIMINATION

Bookmark:

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

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

If you have been a victim of national origin discrimination, contact the experienced attorneys at Greenberg & Rudman LLP. You can reach us at 1-800-ALAWPRO or 1-800-252-9776. Call us for a free consultation. You can also visit us at www.discriminationattorney.com to learn more. We are here to help you fight for your rights!

Posted by Greenberg & Rudman | Permalink | Email This Post

Posted In: WORKPLACE DISCRIMINATION

Bookmark:

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

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

Victims of racial discrimination and harassment can get help by calling the experienced attorneys at Greenberg & Rudman LLP. We have helped many people in similar situations, and we can help you! Call us at 1-800-ALAWPRO or 1-800-252-9776. Call us for a free consultation. You can also visit us at www.discriminationattorney.com to learn more.

Posted by Greenberg & Rudman | Permalink | Email This Post

Posted In: WORKPLACE DISCRIMINATION , WORKPLACE HARASSMENT

Bookmark:

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

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

If you are a victim of race discrimination, act now! Call the skilled team of attorneys at Greenberg & Rudman LLP. You can reach us at 1-800-ALAWPRO or 1-800-252-9776. Call us for a free consultation. You can also visit us at www.discriminationattorney.com to learn more. We are here to help you!

Posted by Greenberg & Rudman | Permalink | Email This Post

Posted In: WORKPLACE DISCRIMINATION

Bookmark:

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

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

If you are a Jehovah’s Witness who has been forced to choose between your faith and your job, you may be a victim of religious discrimination. Regardless of your faith, your boss may not discriminate against you because of your religious practices, dress, or expression of your faith. If you have been a victim, contact the highly skilled attorneys at Greenberg & Rudman LLP. You can reach us at 1-800-ALAWPRO or 1-800-252-9776. Call us for a free consultation. You can also visit us at www.discriminationattorney.com to learn more.

Posted by Greenberg & Rudman | Permalink | Email This Post

Posted In: WORKPLACE DISCRIMINATION

Bookmark:

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

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

Recently, a depressed worker sued his former employer for failing to make accommodations for his depression before firing him. If your employer has refused to accommodate your depression or other disability, you may also have an employment claim. The worker in this case was awarded $1.8 million in damages by a jury. If you believe you are a victim of disability discrimination, contact the skilled attorneys at Greenberg & Rudman LLP today! You can reach us at 1-800-ALAWPRO or 1-800-252-9776. Call us for a free consultation. You can also visit us at www.discriminationattorney.com to learn more.

Posted by Greenberg & Rudman | Permalink | Email This Post

Posted In: DISABILITY / MEDICAL DISCRIMINATION , WORKPLACE DISCRIMINATION

Bookmark:

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

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

Recently a sex-discrimination lawsuit was filed by two female employees against a food-service company. The complaint alleged that they were discriminated against based on their age and gender. At work, they were labeled as “aggressive and assertive managers.” If you believe you were also discriminated against because of your sex or gender, contact the discrimination attorneys at Greenberg & Rudman LLP. You can reach us at 1-800-ALAWPRO or 1-800-252-9776. Call us for a free consultation. You can also visit us at www.discriminationattorney.com to learn more.

Posted by Greenberg & Rudman | Permalink | Email This Post

Posted In: WORKPLACE DISCRIMINATION

Bookmark:

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

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

If you have been a victim of religious discrimination, have been forced to participate in religious activities, or forced to forsake your religious faith, you may have an employment claim. Call the experienced attorneys at Greenberg & Rudman LLP for a free consultation. You can reach us at 1-800-ALAWPRO or 1-800-252-9776. You can also visit us at www.discriminationattorney.com to learn more.

Posted by Greenberg & Rudman | Permalink | Email This Post

Posted In: WORKPLACE DISCRIMINATION

Bookmark:

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

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

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

If you have been a victim of pregnancy discrimination, get help today! Last year, the Equal Employment and Opportunity Commission recovered over $12.2 million in damages for plaintiffs who faced discrimination based on their pregnancy. Get help now! Call the attorneys at Greenberg & Rudman LLP. You can reach us at 1-800-ALAWPRO or 1-800-252-9776. Call us for a free consultation. You can also visit us at www.discriminationattorney.com to learn more.

Posted by Greenberg & Rudman | Permalink | Email This Post

Posted In: WORKPLACE DISCRIMINATION

Bookmark:

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

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

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