San Francisco Employment Lawyer Blog

A female employee of HD Supply, Inc., one of the largest building materials wholesaler, just settled a lawsuit against the company regarding sexual harassment and retaliation in the workplace. The worker alleged that a co-worker repeatedly groped her breasts and crotch, forcibly kissed her, and engaged in other inappropriate behavior in front of customers. The employee complained to her manager who, in response, made a lewd gesture and laughed off the allegations. The Equal Employment and Opportunity Commission (EEOC), who brought the lawsuit on the worker’s behalf, also claimed she suffered retaliatory harassment including pranks and ridicule.

There are two main types of illegal sexual harassment. The first type of sexual harassment is known as “quid-pro-quo” harassment. This is what most people consider “harassment,” and it involves an employer asking for sexual favors in exchange for work-related benefits. Thus, if your boss asks you to sleep with him in order for you to get a raise, you are a victim of quid-pro-quo harassment. The second type of harassment is a bit more complicated. This type is known as the hostile workplace. Hostile workplace harassment occurs when an offensive behavior makes a worker feel uncomfortable because of his or her sex. The offensive behavior must also be severe or pervasive.

If you have been a victim of either hostile workplace harassment or quid-pro-quo harassment, you are not alone. In fact, in 2009 alone, the EEOC received over 12,600 allegations of sexual harassment. If you think you may have been a victim of sexual harassment, contact the 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. Our lawyers will help guide you through this process.

Retaliation for complaining about harassment or discrimination at work is not only wrong, it is illegal. Generally, any law that makes harassment or discrimination illegal also makes it illegal for an employer to retaliate or “punish” an employee for protecting him/herself under the laws. Retaliation is against the law in relation to any aspect of employment. This means that your boss cannot retaliate against you in relation to hiring, firing, pay, job assignments, promotions, layoffs, training, fringe benefits, or any other term or condition of employment.

Retaliation provisions of the Americans with Disabilities Act or federal Title VII claims apply to all employers with 15 or more employees. Similar provisions in the Age Discrimination in Employment Act apply to employers with 20 or more employees. In addition, mostly all employers are covered under the Equal Pay Act. For federal claims, employees have 180 days to file a charge. This may be extended by state law. However, federal employees only have 45 days to contact an Equal Employment and Opportunity Counselor.

Just recently, the Equal Employment and Opportunity Commission (EEOC) brought a lawsuit against a medical transportation company for sexual harassment and retaliation. The female employee involved in the lawsuit alleged she was a victim of sexual harassment by a top manager who often made sexual comments and who demanded sexual favors in exchange for raises. After the employee complained, she was fired shortly after. If you were fired or otherwise punished after trying to protect your rights, or after participating in a discrimination proceeding, you may be a victim of retaliation. Get in touch with the group 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.

Sexual harassment by males towards other males is not as uncommon as one might imagine. In addition, it is illegal under California and federal law. If you continually face sexual innuendo, inappropriate touching, comments about your body, and/or crude sexual jokes, you are not alone. In fact, what you are experiencing may be what is known as the “Hostile Workplace.” The hostile workplace is a specific type of sexual harassment. This type of harassment occurs when an employer, supervisor, or co-worker does or says something that makes you feel uncomfortable because of your sex. This type of harassment does not need to include an exchange of sex for a job benefit.

The conduct that makes you feel uncomfortable must be offensive. This means that if two employees enjoy exchanging sexual jokes, it would not be harassment. However, if one employee keeps telling sexual jokes to another employee who was offended, this may be a hostile workplace. In addition, pictures, touching, leering, and unwanted request for dates have all been found to be sexual harassment by the courts. Also, either a man or a woman can be either the victim or the harasser. Thus, men can be harassed by other men or women.

In order to constitute a hostile workplace, the harassment must be either severe or pervasive. This means that a one-time crude comment would not create a hostile workplace. However, repeated crude comments may create a hostile workplace. If you have been a victim of sexual harassment, get help today. Contact the skilled 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 for you.

Just last week, a major east coast financial company agreed to settle a disability discrimination lawsuit. The lawsuit was brought by the Equal Employment and Opportunity Commission (EEOC) on behalf of a hearing-impaired former worker. The lawsuit alleged that she was denied a reasonable accommodation for her disability. The former employee, Linda Hewett, had worked for the bank as a senior teller and was denied a transfer to a vacant position for which she was qualified. As a result, she was forced to resign from her job because she was no longer able to perform her duties due to her progressive severe hearing loss. The EEOC alleged she was denied the reasonable accommodation of a reassignment. The lawsuit recently settled for $24,000.

Disability discrimination is a significant problem in the American workforce. In 2009 alone, the EEOC received over 21,000 allegations of disability discrimination. The federal Americans with Disabilities Act (ADA) applies to employers with 15 or more employees. This act prohibits disability discrimination against any qualified individual with a disability. A “qualified individual” is one who is able to complete the essential elements of the position with or without reasonable accommodation. In addition to a prohibition of disability discrimination, it is also illegal for an employee or applicant to be harassed because he has a disability, had a disability in the past, or is believed to have a physical or mental impairment that is not transitory.

If you have been a victim of disability discrimination or harassment based on your disability, get help immediately. Disability discrimination is not only wrong, it is against the law. The skilled attorneys at Greenberg & Rudman LLP can walk you through the process of asserting 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.

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.

Sexual harassment is a major concern in California’s workplaces. In 2009 alone, the Equal Employment and Opportunity Commission (EEOC), received over 12,600 allegations of sexual harassment. If you think you have been a victim of sexual harassment, you should know that there are two forms of sexual harassment. The first type of sexual harassment is known as “quid-pro-quo” harassment. “Quid-quo-pro” is a Latin term that means “this-for-that.” This type of harassment involves a trade of sexual favors in exchange for work-related benefits. Therefore, quid-pro-quo harassment occurs if your boss asks you to sleep within him in exchange for your promotion.

The second type of sexual harassment is known as the “hostile workplace.” This type of harassment occurs someone does or says something offensive to make an individual feel uncomfortable because of his or her sex. The offensive conduct must be either severe or pervasive. Therefore, a sexual joke made in poor taste does not necessarily qualify as “hostile workplace” harassment if it is made as an isolated event.

Just recently, Monterey Gourmet Foods was sued for sexual harassment. The lawsuit alleged that the company’s supervisor was allowed to sexually harass Latino workers at is Salinas location. The crew’s leader allegedly made sexual comments, sexual gestures simulating sex with female workers, texted pornography, exposed himself, and inappropriately touched employees. This is sexual harassment, and is unacceptable. If you have had a similar experience at your workplace, get help today. 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.

California is what is known as an “at-will” employment state. This means that you can be fired for any reason at any time. However, your boss is not allowed to fire you in retaliation. Retaliation is not only wrong, but it is illegal. Prohibited retaliation occurs when an individual is fired, demoted, harassed, or otherwise punished for filing a charge of discrimination, for complaining to their employer or law enforcement agency about employment discrimination, or because they participated in an employment discrimination proceeding.

In addition to retaliation, you cannot be fired for blowing the whistle. “Blowing the whistle” occurs when an employee reports the illegal acts of his or her boss to a government or law enforcement agency. In order for an employee to be covered by whistle blowing statutes, he or she must have reported the illegal behavior to someone outside of the company. If the worker is later terminated for reporting a violation of the law, he or she may be able to sue.

Just recently, a California vineyard was sued by the Equal Employment and Opportunity Commission (EEOC) for retaliation in relation to sexual harassment that had been occurring at work. The EEOC brought the lawsuit on behalf of a young female teenager who was subjected to sexual harassment at work. after she and a group of other employees complained about the harassment, they were all fired. If this scenario is similar to something you experienced, get help immediately. 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.

Sexual harassment is a very complicated area of the law. However, it is sadly commonplace in the workplace. There are two basic types of sexual harassment. Both types are illegal. The first type of harassment is known as “quid-pro-quo” harassment. Quid-pro-quo is a Latin terms that means “this for that.” This type of harassment is, in essence, a trade. Under this form of harassment, a boss asks an employee for sexual favors in exchange for work related benefits. Quid-pro-quo harassment can also occur in the negative. Therefore, it is also illegal for an employer to require an employee to perform sexual favors in exchange for ensuring continued employment.

The second type of harassment is known as the “hostile environment.” This type of harassment occurs when an employee is made to feel uncomfortable on the basis of his or her sex by some act or comment of a coworker or superior. The unwanted behavior must also be offensive to the employee. Therefore, if an employee enjoys exchanging sexual jokes with a coworker, this is not considered sexual harassment. However, if another coworker is made to feel uncomfortable upon hearing these continual jokes, this may be sexual harassment. The offensive behavior must also be severe or pervasive. Therefore, if an employer continually makes comments about an employee’s body that the employee finds offensive, the employee may have a sexual harassment claim.

It is also important to realize that sexual harassment occurs even if an employee does not accept an employer’s proposition. Therefore, if an employer makes sexual demands that are refused by an employee, the employee is still a victim of sexual harassment if he/she does not get the promotion or benefit because the sexual demand was denied. If you have been dealing with unwanted sexual advances at work or unwanted sexual propositions, you may be able to sue. Find out more by contacting the skilled attorneys at Greenberg & Rudman LLP. You can reach us at 1-800-ALAWPRO or 1-800-252-9776 for a free consultation. You can also visit us at www.discriminationattorney.com to learn more. We are here for you.

The famous donut chain, Dunkin’ Donuts, has been sued for sexual harassment. The lawsuit alleges that several female employees were subjected to severe sexual harassment by their manager. The lawsuit was filed by the Equal Employment and Opportunity Commission (EEOC) on behalf o the victims. The suit alleged that the manager subjected female employees to unwanted physical contact including touching of the victim’s buttocks and breasts, kissing on the neck, and hugging. In addition, the manager asked them about their sex lives and described in explicit detail the sexual acts he wanted to perform on them.

If you have experienced something similar to this disgusting and offensive behavior, you may also be a victim of sexual harassment. There are two basic types of sexual harassment. The first type of sexual harassment is “quid-pro-quo” harassment. This type occurs when an employer asks for sexual favors in exchange for work related benefits. Therefore, if your boss offers to give you a raise if you sleep with him, you have been subjected to quid-pro-quo harassment. In addition, this type of harassment occurs in the negative. Therefore, if your boss threatens to terminate you if you do not fulfill a sexual request, you are also a likely victim of quid-pro-quo harassment. The second type of sexual harassment is known as the “hostile environment.” This type of harassment occurs when a boss, manager, or coworker does or says something to make you feel uncomfortable because of your sex. This offensive behavior must also be either severe or pervasive.

If you have been dealing with unwanted touching, offensive sexual comments, or severe and repeated sexual innuendo, you may very well be a victim of sexual harassment. Don’t remain silent, act now by calling the experienced employment lawyers at Greenberg & Rudman LLP. You can reach us at can reach us at 1-800-ALAWPRO or 1-800-252-9776 for a free consultation. You can also visit us at www.discriminationattorney.com to learn more. We will fight for your rights!

You may be aware of the “classic” examples of sexual harassment where a boss propositions an employee in exchange for a raise or promotion. However, did you know that there are many other subtle ways that you can be a victim of sexual harassment? In fact, if you are subjected to continual sexual innuendo and/or sexual joke or comments, you may be a victim of the “hostile workplace.”

The “hostile workplace” is a lesser known form of sexual harassment. However, this type of harassment is just as real and just as illegal. The hostile workplace environment occurs when an employer, manager, or co-worker does or says something offensive that makes you feel uncomfortable on the basis of your sex. The behavior or comments must be offensive. This means that if you and a co-worker enjoy exchanging sexual jokes, you are not a victim of sexual harassment. However, if your sexual jokes make another coworker uncomfortable, you may be guilty of harassment. In addition to being offensive, the harassing comments or actions must also be severe and/or pervasive.

Courts have held jokes, pictures, touching, leering, and unwanted requests for a date to be sexual harassment. If you have been subjected to harassing comments or actions, and your company’s management has failed to rectify this situation, you may be able to sue. To find out more, contact 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.

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

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

Just last week a national movie theater chain agreed to pay $175,000 to settle a sexual harassment lawsuit. According to the lawsuit, a male employee was subjected to harassment by a female co-worker who repeatedly grabbed his crotch. If you have also been a victim of sexual harassment, get help today. You can reach us at can reach us at 1-800-ALAWPRO or 1-800-252-9776 for a free consultation. You can also visit us at www.discriminationattorney.com to learn more. We are here for you.

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

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

If you have been a victim of either quid-pro-quo harassment or the hostile environment harassment, you have options. The experienced employment attorneys at Greenberg & Rudman LLP are here to help you. Call us for a free consultation. You can reach us at can reach us at 1-800-ALAWPRO or 1-800-252-9776 . You can also visit us at www.discriminationattorney.com to learn more.

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

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

If you think that you may have experienced either quid-pro-quo harassment or the hostile environment harassment, call the experienced attorneys at Greenberg & Rudman LLP to find out more. Our team is here to fight for your rights. You can reach us at can reach us at 1-800-ALAWPRO or 1-800-252-9776 for a free consultation. You can also visit us at www.discriminationattorney.com to learn more.

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

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

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

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.

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

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

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

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

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

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

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.

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

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

If you have questions about sexual harassment or if you would like a free consultation to find out more, contact the skilled attorneys at Greenberg & Rudman LLP. You can reach us at 1-800-ALAWPRO or 1-800-252-9776. You can also visit us at www.discriminationattorney.com to learn more. We can help you stand up for your rights.

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

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

If you have questions about sexual harassment or if you would like a free consultation to find out more, contact the skilled attorneys at Greenberg & Rudman LLP. You can reach us at 1-800-ALAWPRO or 1-800-252-9776. You can also visit us at www.discriminationattorney.com to learn more. We can help you stand up for your rights.