Have you been wrongfully fired or demoted? Have you been fired or laid off after being harassed or discriminated against and thought that something was fishy or not quite right? Were you fired after the employer learned of your pregnancy? Did you become ill, or were you injured and then fired? If so, you aren’t alone, but you do need help.
Times are tough, and your job is critical. Getting fired is an entirely different situation than it was even five years ago. Likewise, facing unlawful discrimination is gut-wrenching and makes you not want to go to work. It’s like facing a bully at school. Your stomach aches, your palms sweat, you shake, you get headaches and all sorts of other aches and pains as you drive to work. An unrelenting and discriminating boss can turn your world upside down, affect your health, and change how you interact with your family and loved ones. If this is happening to you, call me immediately.
Face it – we are our jobs and a good portion of our lives is spent at work. Other than a person’s relationship with a spouse and children, the employer-employee relationship is one of the most significant in life. Think about it. What’s one of the first questions people ask at a party? “What do you do?” Sure, they also ask about marriage and kids, sports and maybe where you live, but as sure as night follows day, the job question always comes up. Our jobs are important to us and our families. This is precisely why we have laws to protect employees.
It is illegal for an employer to discriminate against an employee or potential employee on the basis of age, sex, disability, religion, race or ethnic group, gender, pregnancy and national origin. This includes refusing to hire, reducing wages, demoting, transferring, or firing an employee. Forms of illegal workplace discrimination include the following:
Sex discrimination is discrimination based on a person’s biological sex. Gender discrimination is based on the gender identity of a person, regardless of their biological sex. For example, a woman may be denied a job just because she is female. Gender expression is also protected.
Age discrimination is illegal. An employer may not fire, refuse to hire or otherwise discriminate based on age. Despite these protections, however, employees are sometimes victims of such violations under the fake reason of cutbacks, budgeting, job elimination and other lies.
It is illegal for an employer to discriminate against an employee based on pregnancy, a complication of pregnancy, or childbirth. An employer must make reasonable accommodations for a pregnant employee. Where a pregnant employee is working a job that causes physical strain or stress, she can request to be moved to a different role. This is called “accommodation” and the failure, to accommodate a pregnant employee in this manner is illegal discrimination. Once the baby is born, an employer must allow an employee to take bonding leave. Under the California Family Rights Act, a woman has up to 12 weeks of leave following childbirth. Under the California Pregnancy Disability Leave Law (PDLL), an employee can get up to four months of leave if she is disabled by her pregnancy or a pregnancy-related medical condition.
A fair, equitable and legally compliant workplace is a basic right protected by state and federal laws. I have been getting satisfaction and justice for my clients for wrongful termination, harassment, discrimination, and wage and hour violations in Ventura and Los Angeles counties for over two decades.
FREE CONFIDENTIAL CONSULTATION
If you feel that you have been a victim of unlawful discrimination, please contact me today for a free confidential consultation at (805) 383-4131. I will listen to your story in strictest confidence and let you know if I can help.
STATUTE OF LIMITATIONS WARNING
There are limited time periods (deadlines) for filing claims that apply to legal matters. If you do not file in a timely manner with the appropriate internal office, outside agency or civil court, you may lose the right to seek redress for the claim. You should seek the advice of counsel to ascertain all of the applicable time periods.
DO NOT WAIT TO CONSULT WITH A LAWYER
You should immediately consult with an experienced attorney to learn more about what you can do to protect your rights and when the deadlines (statutes of limitation) expire in your specific case.
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