Los Angeles, California Discrimination & Harassment Lawyers
The Rubin Law Corporation provides a full range of services to executives, managers, and employees, including everything from negotiation of severance agreements, and negotiation of compensation for wrongful termination, to prosecution of lawsuits for wrongful termination, discrimination, and breach of contract. Our practice covers every facet of employment law: Workplace Discrimination Legal Services Sexual Harassment - More Info – Schedule a Consultation Sexual harassment may take the form of an economic "quid pro quo" where the employee's subjection to sexual demands is linked to the grant or denial of job benefits; or, the creation of a "hostile environment" where sexual conduct unreasonably interferes with an individual's work performance or creates an intimidating or offensive work situation.This office has filed numerous lawsuits seeking relief and compensation for damages suffered in this area and has often been able to arrange fair settlements long before trial. even commences. Racial and National Origin Discrimination - More Info – Schedule a Consultation Employment decisions based on stereotypes (or assumptions about traits or abilities of members of a particular race) are barred, as are employment decisions based on a person's ancestry, birthplace or culture, linguistic characteristics, or surnames associated with a specific national origin. In California, the Fair Employment and Housing Act provides similar protections for victims with enhanced benefits and remedies. Our office has substantial experience in this area and has obtained settlement out of court on many occasions. Sex / Gender Discrimination Against Women - More Info – Schedule a Consultation As evident in today's society, women have the ability to perform with equal skill and success in virtually every endeavor engaged in by men -- including employment, athletics, academics and politics. Despite this success, discrimination on the basis of sex has a long history in the United States, and its residual effects still operate to keep women's opportunities fewer and salaries lower in the employment realm. Women are often still subject to a glass ceiling which prevents career advancement. California law offers strong remedies for sex discrimination. This office has significant experience prosecuting such cases. Age Discrimination - More Info – Schedule a Consultation In California, the Fair Employment and Housing Act ("FEHA") also provides protections against age discrimination. This legislation protects workers that are 40 and older. The FEHA provides very broad protections including, for example, protections against discriminatory practices such as firing employees with higher salaries when that practice disproportionately impacts older workers. The employee must be 40 or older; show that an adverse employment action was taken against him or her; and show either that he/she was replaced by a significantly younger worker-- or, that persons significantly younger were retained in similar jobs, or reassigned to positions for which the plaintiff was also qualified; or otherwise treated "more favorably." Religious Discrimination - More Info – Schedule a Consultation Religious discrimination is, of course, prohibited under federal and California law. Terminating someone or taking other adverse employment actions because of religious beliefs is prohibited. In addition, many people do not realize that employers are also required to make reasonable accommodations for their employees' religious observances and practices. The protection extends beyond traditional religions. Reasonable accommodations may include schedule changes, voluntary shift trades, and temporary accommodation or transfer. Disability Discrimination - More Info – Schedule a Consultation The Federal ADA and the California FEHA apply across the board to a variety of situations including the following:
California's relatively expansive definition of disability means that the numbers of individuals protected and the ambit of protection is much greater than under federal law. Often, employers will deny medical leave or fire an employee on disability leave in violation of the employee's rights. A refusal to reasonably accommodate a disabling condition is also against the law. This law office regularly litigates disability cases and often obtains settlements out of court long before trial. Pregnancy Discrimination - More Info – Schedule a Consultation It is unlawful for an employer to discriminate in terms of compensation, conditions, or privileges of employment because of pregnancy. In other words, you cannot be fired, demoted, harassed or otherwise adversely treated on account of your pregnancy.An employee disabled by pregnancy has four months leave rights and more if the employer makes more available for other types of temporary disabilities. The California Family Rights Act offers additional leave which may be available to bond with the baby or an adopted child. It is against the law to retaliate against an employee who requests pregnancy leave or CFRA leave and this office has successfully litigated such cases on behalf of victims of retaliation. General Services Provided by Our Attorneys Wrongful Termination - More Info – Schedule a Consultation These lawsuits can be based on retaliation for filing a worker's compensation claim, or retaliation for demanding payment of lawful wages, or any number of violations of established public policies in the State of California as reflected in State or federal laws such as the FEHA, or even the California Constitution itself. This office has successfully prosecuted a number of public policy lawsuits leading to out of court settlements against employers who have refused to follow the public policies to which they are supposed to adhere. A related area involves Whistleblower Cases in which an employee refuses to break the law and is demoted or terminated as a result. Or, an employee may report an employer to an outside authority, only to be retaliated against through dismissal, demotion or other adverse action. This office can assist you to stand up for your rights, either through negotiation, or litigation, as appropriate. Breach of Contract Law - More Info – Schedule a Consultation Executives and managers will sometimes enjoy express contracts that have been violated by their Employers. More often, there is an implied or oral agreement that has been establishes the provisions of which have been breached. In many cases the compensation at stake will be considerable and may involve such benefits as stock options or retirement pay. This office is often involved in negotiations or lawsuits brought by employees to vindicate their contract rights. Fraud Claims - More Info – Schedule a Consultation Concealment of a material fact or intentional misrepresentation constitute fraud in California. In some cases, disreputable employers will intentionally conceal or misrepresent material facts in order to induce key employees to join their companies. Later, when the company cannot deliver on the promises made, and the employee ends up without the compensation promised, or without the job itself, the employee is left in the lurch. Although fraud is often difficult to prove, with adequate records such as emails and other correspondence, the case can be made. Together with claims of promissory estoppel, breach of contract and breach of covenant of good faith and fair dealing, this office has brought these claims on behalf of aggrieved plaintiffs and won substantial settlements long before trial. Wage & Hour Claims - More Info – Schedule a Consultation Employees misclassified as Managers when in fact they are hourly workers can rack up years of overtime pay that was never received though owed. Indeed, the failure to pay wages is often linked to public policy claims in which the employee seeking unpaid overtime is fired in retaliation. This office has successfully prosecuted such claims against delinquent employers on behalf of misclassified workers and others. Executive and Managerial Contract Counseling - More Info – Schedule a Consultation When Executives and Managers come up for contract renewal, or enter a new job, frequently they need independent advice about the terms and provisions of the contract their Employer is asking that they sign. Big issues lurk in the dry looking provisions. These might relate to whether discharge may be for cause only; whether and when retirement benefits are available; any limits on travel or workplace designation; enforcement through arbitration and choice of law; non-compete provisions; trade secrets and proprietary material. This office has substantial experience reviewing these agreements and can assist managers and executives in drafting and re-drafting their proposed contracts in order to obtain beneficial outcomes. |
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