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Practice Areas

Age Harassment and Discrimination

The law protects people over the age of 40, and makes many types of negative treatment of that person because of their age unlawful. Age discrimination and harassment can occur when an employer states that a person is “too old” or “too slow” for job, or a company wants “fresh blood.”

Age Harassment

Age Harassment, like other forms of Harassment [link to Workplace Harassment], generally occurs when an employer creates or knowingly allows the existence of a hostile, offensive, abusive, or intimidating work environment to exist which negatively affects an employee’s ability to perform their work. In the case of Age Harassment, this negative treatment is because of the employee’s Age if they are over 40.

Age Discrimination

Age Discrimination takes a variety of forms, but generally involves an employee being subjected to negative treatment in the workplace because of their Age. This treatment ranges from disciplinary action, negative performance reviews, denial of training, denial of promotions, denial of raises, and termination.

Our firm has represented numerous clients who have been the victims of workplace Age Harassment and Discrimination. If you believe that you are or have been subjected to Age Harassment or Discrimination, you should document the Harassment or Discrimination and follow your employer’s internal policies or procedures for making a complaint. A record of Harassing or Discriminatory treatment and documentation of complaints is key evidence in any claim for Harassment or Discrimination. If you believe that you may have been subjected to Age Harassment or Discrimination, you should contact our offices for a free consultation.

Our offices generally represent clients on a contingency fee basis. This means that there is generally no fee for representation unless we obtain money for our clients.

Civil Rights

Everyone deserves to be treated fairly and equally both in and outside the workplace. As part of our commitment to equal treatment and equal rights, our offices also take cases involving discrimination outside of the workplace. Whether it is a case of a business discriminating against patrons based on their race, sexual orientation, or disability, or an attack motivated by the victim’s protected characteristics, our offices can help the victims of discrimination to obtain protective orders, injunctive relief, and compensation for their injuries.

Our offices represent the victims of:

  • Hate Attacks/Crimes
  • Discrimination by Businesses
  • Premises Liability in Hate Crimes
  • Attacks on a Protected Category such as Race or Sexual Orientation

If you believe you have been the victim of Discrimination outside of the workplace, you may contact us for a free consultation.

Our offices generally represent clients on a contingency fee basis. This means that there is generally no fee for representation unless we obtain money for our clients.

Disability Discrimination

Disability Discrimination

Disability in California encompasses a broader spectrum of medical conditions than we traditionally think of when we think of disabilities. Under California law, a disability includes any medical condition that impairs a major life activity, including the ability of an employee to work. Disabilities take many forms from physical impairments to psychiatric conditions.

Reasonable Accommodation

Under California law, an employer that becomes aware of a disability has a duty to provide a “reasonable accommodation” to the employee if the disability impacts the employee’s ability to do their job. An employee who has a disability that impacts their ability to do their job may contact their supervisor or employer’s human resource department to both inform their employer of the disability, and to request a reasonable accommodation.

Interactive Process

As part of the process of providing a reasonable accommodation, an employer must engage in the “interactive process” to discuss potential accommodations with the employee. This process involves the employer discussing with the employee to identify what is needed for the employee to perform the essential functions of the employee’s job. All to often, employers fail to either attempt to discuss accommodation, or to offer a reasonable accommodation, and instead terminate employees who require accommodations.

What is Disability Discrimination?

As with Employment Discrimination generally, Disability Discrimination takes a variety of forms, but generally involves an employee being subjected to negative treatment in the workplace because of their membership in a protected class. This treatment ranges from disciplinary action, negative performance reviews, denial of training, denial of promotions, denial of raises, and termination.

If you believe that you are or have been subjected to Disability Discrimination, you should document the discrimination and follow your employer’s internal policies or procedures for making a complaint. Additionally, if you believe that you have a disability or medical condition that requires a reasonable accommodation, you should explain the need for accommodation to your employer and request that they discuss specific accommodations with you. A record of this treatment and documentation of complaints is key evidence in any claim for discrimination. If you believe that you may have been subjected to Disability Discrimination, you may contact our offices for a free consultation.

Our offices generally represent clients on a contingency fee basis. This means that there is generally no fee for representation unless we obtain money for our clients.

Employment Discrimination

Employment Discrimination

We handle all aspects of Employment Discrimination under California’s Fair Employment and Housing Act (FEHA). California’s anti-discrimination laws were generally written to provide greater protection from discrimination than Federal law, and as a result, our office uses those laws to help protect workers and obtain compensation for legal violations committed by employers against their employees.

What is Employment Discrimination?

Employment Discrimination takes a variety of forms, but generally involves an employee being subjected to negative treatment in the workplace because of their membership in a protected class. This treatment ranges from disciplinary action, negative performance reviews, denial of training, denial of promotions, denial of raises, and termination. Our attorneys represent clients who are victims of all forms of Discrimination.

Our FEHA Discrimination practice encompasses all aspects of Workplace Discrimination under California law, including:

If you believe that you are or have been subjected to Employment Discrimination, you should document the Discrimination and follow your employer’s internal policies or procedures for making a complaint. A record of discriminatory treatment and documentation of complaints is key evidence in any claim for Discrimination. If you believe that you may have been subjected to Discrimination, you may contact our offices for a free consultation.

Employment Harassment

We handle all aspects of Employment Harassment under California’s Fair Employment and Housing Act (FEHA). California’s anti-harassment laws were generally written to provide greater protection from harassment than Federal law, and as a result, our office uses those laws to help protect workers and obtain compensation for legal violations committed by employers against their employees.

What is Employment Harassment?

Employment discrimination takes a variety of forms, but generally falls into two broad categories:

  • Quid pro quo harassment: when a supervisor demands sexual favors or attention as a condition of employment.
  • Hostile work environment harassment: when an employer creates or knowingly allows the existence of a hostile, offensive, abusive, or intimidating work environment to exist which negatively affects an employee’s ability to perform their work.

Our attorneys represent clients who are victims of all forms of Harassment. Our FEHA Harassment practice encompasses all aspects of workplace Harassment under California law, including Harassment based upon:

  • Race
  • Ethnicity
  • Disability
  • National Origin
  • Age
  • Sex or Gender
  • Sexual Orientation
  • Pregnancy
  • Religion

If you believe that you are or have been subjected to Employment Harassment, you should document the Harassment and follow your employer’s internal policies or procedures for making a complaint. A record of Harassing treatment and documentation of complaints is key evidence in any claim for Harassment. If you believe that you may have been subjected to Harassment, you may contact our offices for a free consultation.

Our offices generally represent clients on a contingency fee basis. This means that there is generally no fee for representation unless we obtain money for our clients.

National Origin Harassment and Discrimination

A person’s National Origin deals primarily with a person’s country of origin or the country of origin of their ancestors, including their parents. Our firm’s attorneys have worked extensively to defend the rights of minorities. Our firm’s founder, Rob Hennig, was a board member for the Southern California chapter of the American Civil Liberties Union, and all of our associates have worked extensively representing the interests of minorities in both a nonprofit and professional setting.

National Origin Harassment or Discrimination can occur whether a person is actually from another country, or whether they are simply believed to be a member of such a group. National Origin Harassment also includes harassment because of a person’s accent or linguistic difficulties.

National Origin Harassment

National Origin Harassment, like other forms of Harassment [link to Workplace Harassment], generally occurs when an employer creates or knowingly allows the existence of a hostile, offensive, abusive, or intimidating work environment to exist which negatively affects an employee’s ability to perform their work. In the case of National Origin Harassment, this negative treatment is because of the employee’s National Origin – whether it is because the employee is from another country, or even the United States.

National Origin Discrimination

National Origin Discrimination takes a variety of forms, but generally involves an employee being subjected to negative treatment in the workplace because of their National Origin. This treatment ranges from disciplinary action, negative performance reviews, denial of training, denial of promotions, denial of raises, and termination.

Our firm has represented numerous clients who have been the victims of workplace National Origin Harassment and Discrimination. If you believe that you are or have been subjected to National Origin Harassment or Discrimination, you should document the Harassment or Discrimination and follow your employer’s internal policies or procedures for making a complaint. A record of Harassing or Discriminatory treatment and documentation of complaints is key evidence in any claim for Harassment or Discrimination. If you believe that you may have been subjected to National Origin Harassment or Discrimination, you should contact our offices for a free consultation.

Our offices generally represent clients on a contingency fee basis. This means that there is generally no fee for representation unless we obtain money for our clients.

Public Entity Employees

Our firm represents public entity employees in a variety of workplace disputes and situations. Litigation against Public Entity employers present a variety of unique challenges and procedural prerequisites to bringing legal action. We represent Public Entity Employees in a variety of claims, other than union disputes, with a focus on:

Successful Public Entity Cases
  • Kamali v. State of California Department of Transportation, total judgment of $1.8 million following 30 day jury trial
  • Brake v. State of California Department of Transportation, total judgment of over $997,000 following jury trial

Our firm has experience in both employment and tort claims against Public Entities, and we can help you navigate the complexities and procedural hurdles inherent in litigation against public entities. If you believe that you may have a claim against your Public Entity Employer, you may contact our offices for a free consultation.

Our offices generally represent clients on a contingency fee basis. This means that there is generally no fee for representation unless we obtain money for our clients.

*Our offices represent Public Entity Employees in hearings before the State Personnel Board on an hourly basis only

Qui Tam

Both Federal and California state law provide allow individuals with first-hand knowledge of fraud or corruption in government contracts or purchasing activities to file an action on behalf of the government to recover public funds obtained through fraud or corruption. People who file these Qui Tam actions, generally under the False Claims Act, may be entitled to receive a portion of any money recovered through the Qui Tam action.

We believe in an honest, clean, and effective government, not one that is taken advantage of by corrupt employees and greedy contractors. Our attorneys are experienced in Qui Tam actions, and can assist you in assessing any information you may have, as well as in pursuing your claims to resolution. If you believe that you may have persona knowledge of fraud or corruption upon the government, you may contact our offices for a free consultation.

Our offices generally represent clients on a contingency fee basis. This means that there is generally no fee for representation unless we obtain money for our clients.

Race and Ethnicity Harassment and Discrimination

A person’s Race or Ethnicity is a characteristic that they can neither choose nor change. Our firm’s attorneys have worked extensively to defend the rights of Racial and Ethnic minorities. Our firm’s founder, Rob Hennig, was a board member for the Southern California chapter of the American Civil Liberties Union, and all of our associates have worked extensively representing the interests of racial and ethnic minorities in both a nonprofit and professional setting.

Race is a combination of a person’s ancestry, skin color, and physical characteristics. Racial harassment and discrimination can be experienced by a person of any racial group who is treated differently and unfavorably because of their characteristics.

Ethnicity primarily has to do with a person’s ancestry, including linguistic group, religion, and traditions. Ethnic harassment and discrimination can be experienced by a person of any ethnic group who is treated differently and unfavorably because of their ethnicity.

Racial and Ethnic Harassment or Discrimination can occur whether a person is actually a member of a racial or ethnic group, or whether they are simply believed to be a member of such a group.

Race and Ethnicity Harassment

Racial and Ethnicity Harassment, like other forms of Harassment [link to Workplace Harassment], generally occurs when an employer creates or knowingly allows the existence of a hostile, offensive, abusive, or intimidating work environment to exist which negatively affects an employee’s ability to perform their work. In the case of Racial or Ethnic Harassment, this negative treatment is because of the employee’s Race of Ethnicity – whether it is because the employee is African American, Latino, Caucasian, Asian, or any other racial or ethnic group.

Race and Ethnicity Discrimination

Racial and Ethnicity Discrimination takes a variety of forms, but generally involves an employee being subjected to negative treatment in the workplace because of their Race of Ethnicity. This treatment ranges from disciplinary action, negative performance reviews, denial of training, denial of promotions, denial of raises, and termination.

Our firm has represented numerous clients who have been the victims of workplace Racial or Ethnic Harassment and Discrimination. If you believe that you are or have been subjected to Racial or Ethnic Harassment or Discrimination, you should document the Harassment or Discrimination and follow your employer’s internal policies or procedures for making a complaint. A record of Harassing or Discriminatory treatment and documentation of complaints is key evidence in any claim for Harassment or Discrimination. If you believe that you may have been subjected to Racial or Ethnic Harassment or Discrimination, you should contact our offices for a free consultation.

Our offices generally represent clients on a contingency fee basis. This means that there is generally no fee for representation unless we obtain money for our clients.

Religious Harassment and Discrimination

A person’s religion is one of the most fundamental aspects of their identity. Occasionally, a person’s religious beliefs will require that they have certain work accommodations, such as time for prayer, time off for religious services, or time off for religious holidays. The law protects a person’s religious beliefs and practices from undue or unwarranted interference by their employer.

Religious Harassment

Religious Harassment, like other forms of Harassment [link to Workplace Harassment], generally occurs when an employer creates or knowingly allows the existence of a hostile, offensive, abusive, or intimidating work environment to exist which negatively affects an employee’s ability to perform their work. In the case of Religious Harassment, this negative treatment is because of the employee’s religious beliefs and/or practices.

Religious Discrimination

Religious Discrimination takes a variety of forms, but generally involves an employee being subjected to negative treatment in the workplace because of their Religion. This treatment ranges from disciplinary action, negative performance reviews, denial of training, denial of promotions, denial of raises, and termination.

Our firm has represented numerous clients who have been the victims of workplace Religious Harassment and Discrimination. If you believe that you are or have been subjected to Religious Harassment or Discrimination, you should document the Harassment or Discrimination and follow your employer’s internal policies or procedures for making a complaint. A record of Harassing or Discriminatory treatment and documentation of complaints is key evidence in any claim for Harassment or Discrimination. If you believe that you may have been subjected to Religious Harassment or Discrimination, you should contact our offices for a free consultation.

Our offices generally represent clients on a contingency fee basis. This means that there is generally no fee for representation unless we obtain money for our clients.

Retaliation

Under California law, unlawful Retaliation includes such things as an employee being subjected to negative treatment in the workplace because they engaged in a “protected activity.” Retaliatory treatment ranges from disciplinary action, negative performance reviews, denial of training, denial of promotions, denial of raises, and termination.

What is Retaliation?
Under California law, Retaliation is unlawful if it is based on a variety of protected activities, including:

Employees should not have to choose between obeying the law and keeping their jobs. If you believe that you are or have been subjected to Retaliation, you should document the Retaliation and follow your employer’s internal policies or procedures for making a complaint. A record of this treatment and documentation of complaints is key evidence in any claim for Retaliation. If you believe that you may have been subjected to Retaliation, you may contact our offices for a free consultation.

Our offices generally represent clients on a contingency fee basis. This means that there is generally no fee for representation unless we obtain money for our clients.

Sexual Orientation Harassment and Discrimination

The rights of the LGBT community are of special importance to our firm. Our firm’s founder, Rob Hennig regularly volunteers at the Los Angeles Gay and Lesbian Center and was the founding co-chair of the Board of Directors of what is now Equality California. Mr. Hennig is also a past member of the Board of Directors and past President of the LGBT chapter of the ACLU of Southern California.

Sexual Orientation Harassment or Discrimination can occur whether a person is actually heterosexual, homosexual, bisexual, or because of their gender identity, or whether they are simply believed to be homosexual, bisexual, or because of their gender identity.

Sexual Orientation Harassment

Sexual Orientation Harassment, like other forms of Harassment [link to Workplace Harassment], generally occurs when an employer creates or knowingly allows the existence of a hostile, offensive, abusive, or intimidating work environment to exist which negatively affects an employee’s ability to perform their work. In the case of Sexual Orientation Harassment, this negative treatment is because of the employee’s Sexual Orientation – whether it is because the employee is heterosexual, homosexual, bisexual, or because of their gender identity.

Sexual Orientation Discrimination

Sexual Orientation Discrimination takes a variety of forms, but generally involves an employee being subjected to negative treatment in the workplace because of their Sexual Orientation. This treatment ranges from disciplinary action, negative performance reviews, denial of training, denial of promotions, denial of raises, and termination.

Our firm has represented numerous clients who have been the victims of workplace Sexual Orientation Harassment and Discrimination. If you believe that you are or have been subjected to Sexual Orientation Harassment or Discrimination, you should document the Harassment or Discrimination and follow your employer’s internal policies or procedures for making a complaint. A record of Harassing or Discriminatory treatment and documentation of complaints is key evidence in any claim for Harassment or Discrimination. If you believe that you may have been subjected to Sexual Orientation Harassment or Discrimination, you may contact our offices for a free consultation.

Our offices generally represent clients on a contingency fee basis. This means that there is generally no fee for representation unless we obtain money for our clients.

Sex and Gender Harassment and Discrimination

A person’s Sex or Gender is simply a person’s gender identity (man, woman, or transgender) or biological sex (male, female, transgender, or intersex). The attorneys in our firm have handled dozens of cases involving Sex and Gender Harassment and Discrimination.

Sexual Harassment

Sexual Harassment can take a variety of forms, but generally falls into two broad categories:

  • Quid pro quo harassment: when a supervisor demands sexual favors or attention as a condition of employment.
  • Hostile work environment harassment: when an employer creates or knowingly allows the existence of a hostile, offensive, abusive, or intimidating work environment to exist which negatively affects an employee’s ability to perform their work.

Sexual Harassment does not have to be motivated by a sexual interest. That is, a person who is sexually harassing an employee does not have to necessarily want to do anything sexual with that person. Sexual harassment simply means that the harassing conduct is motivated by a person’s sex.

Sex and Gender Harassment

Sex and Gender Harassment, like other forms of Harassment [link to Workplace Harassment], generally occurs when an employer creates or knowingly allows the existence of a hostile, offensive, abusive, or intimidating work environment to exist which negatively affects an employee’s ability to perform their work. In the case of Sex and Gender Harassment, this negative treatment is because of the employee’s Sex and Gender – whether it is because the employee is male, female, transgender, or otherwise gender nonconforming.

Sex and Gender Discrimination

Sex and Gender Discrimination takes a variety of forms, but generally involves an employee being subjected to negative treatment in the workplace because of their Sex and Gender. This treatment ranges from disciplinary action, negative performance reviews, denial of training, denial of promotions, denial of raises, and termination.

Our firm has represented numerous clients who have been the victims of workplace Sex and Gender Harassment and Discrimination. If you believe that you are or have been subjected to Sex and Gender Harassment or Discrimination, you should document the Harassment or Discrimination and follow your employer’s internal policies or procedures for making a complaint. A record of Harassing or Discriminatory treatment and documentation of complaints is key evidence in any claim for Harassment or Discrimination. If you believe that you may have been subjected to Sex and Gender Harassment or Discrimination, you should contact our offices for a free consultation.

Our offices generally represent clients on a contingency fee basis. This means that there is generally no fee for representation unless we obtain money for our clients.

Wage and Hour

California has numerous laws regulating the terms and conditions of employment, including how and for what types of tasks employees should be paid. Our firm represents clients who have been paid improperly under California’s Wage and Hour laws in both an individual capacity and on a class-wide basis.

We represent employees for claims involving:

  • Unpaid Overtime
  • Failure to Provide Meal and Rest Breaks
  • Breach of Employment Contracts
  • Misclassification of Employees as Exempt
  • Minimum Wage Violations
  • Claims Under the California Private Attorney General’s Act (PAGA)

If you believe that you have been paid improperly for any of the above reasons, or that your employer has Retaliated [link to retaliation] against you for demanding compensation to which you are entitled, our attorneys can assist you in exploring your options and pursuing your claims. If you believe that you may have been subjected to Wage and Hour violation, you may contact our offices for a free consultation.

Our offices generally represent clients on a contingency fee basis. This means that there is generally no fee for representation unless we obtain money for our clients.

Whistleblower Retaliation

Whistleblower Retaliation is a special subset of retaliation claims where an employer subjects an employee to negative treatment in the workplace for the employee’s reporting of illegal activity being committed by the employer. Like other types of Retaliation, the treatment can range from disciplinary action, negative performance reviews, denial of training, denial of promotions, denial of raises, and termination.

What is Whistleblower Retaliation?

Under California law, Whistleblower Retaliation includes a range of reporting activity, such as:

  • Reporting violations of health and safety regulations or codes
  • Reporting falsification of financial documents
  • Reporting fraud
  • Reporting deceptive business practices
  • Reporting legal violations

Employees should not have to choose between obeying the law and keeping their jobs. If you believe that you are or have been subjected to Retaliation, you should document the Retaliation and follow your employer’s internal policies or procedures for making a complaint. A record of this treatment and documentation of complaints is key evidence in any claim for Retaliation. If you believe that you may have been subjected to Whistleblower Retaliation, you may contact our offices for a free consultation.

Our offices generally represent clients on a contingency fee basis. This means that there is generally no fee for representation unless we obtain money for our clients.

Wrongful Termination

An employee is Wrongfully Terminated when they are fired from their employment for reasons that are illegal or in violation of fundamental public policy. There are a wide variety of reasons that an employee may be terminated which are unlawful, including because of:

Our attorneys are experienced in a wide variety of claims for Wrongful Termination. If you believe that you may have been subjected to Wrongful Termination, you may contact our offices for a free consultation.

Our offices generally represent clients on a contingency fee basis. This means that there is generally no fee for representation unless we obtain money for our clients.

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