San Francisco Employment Lawyer Blog

Walmart Stores have agreed to settle a sex discrimination lawsuit for $11.7 million. The lawsuit was brought by the Equal Employment and Opportunity Commission (EEOC) on behalf of several female applicants. The lawsuit alleged that Walmart denied women entry level jobs between 1998 and 2005. During this time, Walmart allegedly continued to hire lesser qualified male applicants for the same positions. Gender discrimination is a serious issue. If you have been denied a job while a lesser qualified male applicant received the position, you may also be a victim.

Were you aware that the law protects you against unlawful sex discrimination? Actually, both California and federal law protect both male and female employees from sex-based discrimination. California’s Fair Employment and Housing Act (FEHA) and federal Title VII forbid an employer from discriminating against an employee on the basis of sex. If the discrimination affects any of the “terms and conditions” of employment, it becomes illegal. “Terms and conditions” may include things such as scheduling, salary, vacation time, titles, etc.

There are two main types of gender discrimination. The first type is known as disparate treatment discrimination. This is a “straight-forward” type of discrimination that occurs when an employee is treated more or less favorably because of his or her sex. The second type of gender discrimination is known as “disparate impact” discrimination. Disparate impact discrimination occurs when a company policy tends to exclude one sex from a certain job or promotion. The policy was not intended to have this effect, but was merely the unfortunate side-effect. Both types of discrimination are illegal. If you think that you may be a victim of either type of gender discrimination, act now. Contact our 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.

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.

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.

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.

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.

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.

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.

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.

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.

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.

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.

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!

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.

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.

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.

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.

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.

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

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

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

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

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

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

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.