Sacramento Employment Lawyer

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HomepageEmployment Attorney in Sacramento County California employment laws serve to protect workers from being wrongfully and unfairly treated in the workplace. Without the protection found in the laws and regulations of the California Labor Code, employees would be unable to perform their jobs due to harassment of different kinds. The Labor Code, as well as numerous other legislative acts, has been put in place so that employers and employees alike can know their rights, and so that violators can be held accountable for their actions. Employment Law Practice Areas Whistleblower Claims If your employer retaliates against you for being a whistle blower, you may be entitled to compensation. Four examples of employer retaliation include: 1) firing you 2) demoting you 3) transferring you 4) reducing your hours. Wrongful Termination When is Termination Wrongful? A termination is considered wrongful if it is done for an illegal reason, such as discrimination, or in retaliation for exercising a workplace right such as applying for workers' compensation following a work injury. Sexual Harassment It is unlawful to harass an employee because of their sex, California Government Code Section 12940(j)(1). Sexually harassing behaviors to be aware of at work include: 1) sexual favors 2) Unwanted sexual advances and propositions Discrimination What Types of Discrimination Are Illegal? FEHA prohibits harassment and discrimination in employment on the basis of: race, color, religion, sex or gender, sexual orientation, marital status, national origin.... Family & Medical Leave Act (FMLA) The FMLA allows eligible workers a total of 12 workweeks per year of paid or unpaid leave for medical emergencies and events such as childbirth, severe illness or injury of an immediate family member, and the like. Employment Contracts If your employer has fired you in violation of the terms of your employment contract, you may be entitled to seek compensation for breach of contract. Some samples of breach of contract include unpaid commissions and bonuses, unpaid salary, and stock options. Wage & Hour Claims Many employers illegally withhold pay from employees. The following are examples of some of the most frequent violations: asking you to work off the clock, failure to pay the minimum wage.... Client Counseling Employment Lawyer's Group offers qualified legal counsel for clients who need assistance with any area of employment law. Get answers and skilled representation today by contacting our offices. Contact a Sacramento County Employment Attorney If you are being wrongfully treated on the job, get legal help today. Employment Lawyer's Group focuses entirely on employees' rights and will provide you with the advice and guidance you need when facing discrimination or harassment of any kind. Your initial evaluation is absolutely free, so contact our offices today!
Did Mastercorp Underpay Its Truckee Hotel WorkersIf you have questions about why Mastercorp paid you what they paid you for your work at the Northstar Lodge Hyatt, Old Greenwood Resort, a South Lake Tahoe Resort Palm Springs, California, or anywhere else in California call our labor attorneys at 1-877-525-0700.
Disability Discrimination Lawyer19 EXAMPLES OF DISABILITIES THE EMPLOYMENT LAWYERS GROUP HAS PREVAILED ON FOR THEIR EMPLOYEES: 1) BLINDNESS THAT COULD BE REASONABLY ACCOMMODATED 2) CANCER (BLOOD CANCER, BREAST CANCER,
Discrimination LawyerWhat Types of Discrimination Are Illegal? What does FEHA prohibit? Harassment, discrimination, termination in employment
Employment Contracts LawyerYou may also be protected in situations in which you do not have a written contract. Implied or oral contracts are difficult to enforce, but your employer may not be unjustly enriched by your services.
Employment Law OfficesYou may also be protected in situations in which you do not have a written contract. Implied or oral contracts are difficult to enforce, but your employer may not be unjustly enriched by your services.
Empoyment LawyersAll of our lawyers can tell you what is discrimination, what is overtime, how to calculate overtime, what is Family Medical Leave Act coverage, what is disability discrimination, and what employment law that we are committed to. Karl Gerber Ann Guleser Karl Gerber
Larry Vs Global SolEmployment Attorney in Sacramento County California employment laws protect workers from being wrongfully and unfairly treated in the workplace, not paid.
Leave Of Absence Lawyer8 different kinds of employee leaves in Sacramento: 1) Disability leave 2) Military leave 3) Leave for jury duty 4) Workers compensation leave due to work-related injury
Myles Vs WellpointEmployment Attorney in Sacramento County California employment laws serve to protect workers from being wrongfully and unfairly treated in the workplace. Without the protection found in the laws and regulations of the California Labor Code, employees would be unable to perform their jobs due to harassment of different kinds. The Labor Code, as well as numerous other legislative acts, has been put in place so that employers and employees alike can know their rights, and so that violators can be held accountable for their actions. Employment Law Practice Areas Whistleblower Claims If your employer retaliates against you for being a whistle blower, you may be entitled to compensation. Four examples of employer retaliation include: 1) firing you 2) demoting you 3) transferring you 4) reducing your hours. Wrongful Termination When is Termination Wrongful? A termination is considered wrongful if it is done for an illegal reason, such as discrimination, or in retaliation for exercising a workplace right such as applying for workers' compensation following a work injury. Sexual Harassment It is unlawful to harass an employee because of their sex, California Government Code Section 12940(j)(1). Sexually harassing behaviors to be aware of at work include: 1) sexual favors 2) Unwanted sexual advances and propositions Discrimination What Types of Discrimination Are Illegal? FEHA prohibits harassment and discrimination in employment on the basis of: race, color, religion, sex or gender, sexual orientation, marital status, national origin.... Family & Medical Leave Act (FMLA) The FMLA allows eligible workers a total of 12 workweeks per year of paid or unpaid leave for medical emergencies and events such as childbirth, severe illness or injury of an immediate family member, and the like. Employment Contracts If your employer has fired you in violation of the terms of your employment contract, you may be entitled to seek compensation for breach of contract. Some samples of breach of contract include unpaid commissions and bonuses, unpaid salary, and stock options. Wage & Hour Claims Many employers illegally withhold pay from employees. The following are examples of some of the most frequent violations: asking you to work off the clock, failure to pay the minimum wage.... Client Counseling Employment Lawyer's Group offers qualified legal counsel for clients who need assistance with any area of employment law. Get answers and skilled representation today by contacting our offices. Contact a Sacramento County Employment Attorney If you are being wrongfully treated on the job, get legal help today. Employment Lawyer's Group focuses entirely on employees' rights and will provide you with the advice and guidance you need when facing discrimination or harassment of any kind. Your initial evaluation is absolutely free, so contact our offices today!
Sacramento Employee Cases Wining RecordWrongfully Terminated Lawsuits $100,000 Wrongful termination of ambulance driver who blew the whistle $77,500 Wrongful termination of a credit manager at auto dealership $75,000 Wrongful termination, family care leave act $125,000 Wrongful termination $99,500 Wrongful termination & overtime Sexual Harassment Lawsuits $270,000 Sexual harassment & employment termination $102,500 Sexual harassment of a waitress (no termination involved) $80,000 Sexual harassment of illegal immigrant (no termination) $85,000 Sexual harassment of assistant retail manager $101,500 Sexual harassment of a janitor $120,000 Sexually harassed maintenance supervisor by another male Employment Discrimination Lawsuits $150,000 Race harassment at an oil refinery $85,000 Disability discrimination involving termination $89,870.71 Disability discrimination & termination of near minimum wage employee $80,000 Disability discrimination involving termination $125,000 Age discrimination during layoff $150,000 Disability discrimination & termination Unpaid Wages, Commissions, Pension Lawsuits $120,000 Unpaid wages for tow truck drivers $85,000 Unpaid wages, overtime, and meal breaks for maintenance worker $99,000 Unpaid commissions & termination of salesman $105,000 Overtime due computer professional $109,500 Unpaid prevailing wages for 2 employees of a small company $88,700 Unpaid overtime of gas station assistant manager I am Karl A. Gerber, founder of the Employment Lawyers Group. Our attorneys represent employees in all kinds of issues involving their employment, from medical condition discrimination to wrongful termination. We handle employment law cases on a contingency fee basis. This means that we do not ask you to pay us anything upfront. If we win your case, WE WILL BE PAID OUT OF WHAT WE RECOVER. Call us now and find out if you have a case.
Sexual Harassment LawyerIt is unlawful to harass an employee because of their sex, California Government Code Section 12940(j)(1). Sexually harassing behavior includes : Sexual favors; Unwanted sexual advances and propositions; Verbal conduct, including epithets, slurs or derogatory comments, and comments about a person's body, appearance, or sexual activity; Physical conduct including assault, impeding or blocking movement, OR any physical interference with normal work or movement; or Visual harassing including leering looks, offensive gestures whether or not the harassment also results in the loss of a tangible job benefit, Your Employer Has An Obligation To Cause Sexual Harassment To Stop Reasonable steps to prevent discrimination and harassment from occurring include : 1) affirmatively raising the issue of harassment; 2) expressing strong disapproval of harassment; 3) developing appropriate sanctions against harassment; 4) informing employees of their rights and instructing them to report harassment, 2 California Code of Regulations 7287.6(b)(2)-(3). Appropriate corrective action is some form of discipline, however mild, that contributes or eliminates the problem at hand, Intlekofer at 778. If the employer fails to take even the mildest form of discriminatory action the remedy is insufficient, Ellison, 924 F.2d 882. Action is corrective only if it contributes to the elimination of the problem at hand. Disciplinary measures are more likely to decrease the likelihood of repeated harassment than a mere request to stop the behavior, and so discipline is what a corrective action is, Intlekofer at 778. The mere presence of an employee who has engaged in particularly severe or pervasive harassment can create a hostile working environment…To avoid liability….for failing to remedy a hostile environment, employers may even have to remove employees from the workplace if their mere presence would render the working environment hostile…When employers cannot schedule harasser to work at another location or during different hours, employers may have to dismiss employees whose mere presence creates a hostile environment, Ellison v. Brady, 924 F.2d 872, 883 (9th Cir. 1991). A common issue in sexual harassment cases we are involved in is the sexually harassed employee complains and receives a schedule change, but then schedule still overlaps with the sexual harasser, or the sexual harasser still in some form supervises controls the sexually harassed employee unjustly complains about their job performance thereby retaliating against the victim of sexual harassment. Employer May Be Held Liable Sexual Harassment Lawyer Sacramento "An employer may be held liable for 'negligence or recklessness in failing to respond to hostile work environment sexual harassment' Davis v. U.S.P.S., 142 F.3d 1334, 1342 (9th Cir. 1998) citing to Hirschfeld v. New Mexico Corrections Dep't, 916 F.2d 572, 577 (10th Cir. 1990). Employers are liable for failing to remedy sexually harassing environments they knew of or should have known of, Hirschtein v. New United Motor, 92 Cal.App.4th 994, 1007 (2001); Creamer v. Laidlaw Transit, Inc., 86 F.3d 167. 170-171 (10th Cir. 1996); Harrison v. Eddy Potash, Inc., 112 F.3d 1437, 1444 (10th Cir. 1997). Constructive knowledge of sexual harassment is imposed on employers if the harassment is pervasive, Huddleston v. Roger Dean Chevrolet, Inc., 845 F.2d 900, 904 (11th Cir. 1988); Varner v. National Super Markets, Inc., 94 F.3d 1209, 1213 (8th Cir. 1996); Farpella-Crosby v. Horizon Health Care, 97 F.3d 803 (5th Cir. 1996), and this determination is a question of fact, Reich v. Dept. of Conversation & Natural Resources, Alabama, 28 F.3d 1076, 1082 (11th Cir. 1994); Allen v. Tyson Foods, Inc., 121 F.3d 642 (11th Cir. 1997). Failing to investigate, or repudiate the employee's conduct by redressing the harm done and punishing or discharging can cause an employer to be liable for punitive damages if their non-managerial agent committed an act of discrimination, Roberts v. Ford Aerospace, 224 Cal.App.3d 801, 274 Cal.Rptr. 139, 144 (2nd App. Dist. 1990). sexual harassment in the office work place Bradley v. Dept. of Corrections, 71 Cal.Rptr.3d 222 (2008) requires that the employer's sexual harassment investigator must understand, and the investigation must ultimately, be aimed at 1) determining fault; 2) ensuring the claimant is safe from harassment; 3) to determine what steps are needed to stop the harassment, Id. Merely listening to the claimant is not enough, Id. Employees who are fired for complaining of sexual harassment, or due to their participation in a sexual harassment investigation, may sue under the Fair Employment and Housing Act for the loss of in a their employment, California Government Code Section 12940(h). Do not hold back facts if you are making a sexual harassment complaint. Provide as much information as possible, or you will later be accused of not mentioning a critical aspect of the sexual harassment that was perpetrated. If you are involved sexual harassment investigation, be careful about naming witnesses. If you are not sure if somebody saw something, do not claim they are a witness. If there are witnesses who are ex-employees or family members be sure to tell the employer about these people, and offer access to any non-employees you have contact information for but your employer may not. Our Sexual Harassment Case Results: $675,000 For Sexually Harassed Employee $315,000 Sexual Harassment Settlement for a Gas Attendant Worker $305,000 Sexual Harassment of Pizza Delivery Lady $270,000 Sexual Harassment & Employment Termination $165,000 Sexually Harassed 18 Year Old $160,000 Sexually Harassed Illegal Alien Contact us, or call 1-877-525-0700 toll free to consult with an Employment Lawyers Group sexual harassment lawyer, supervised by Karl Gerber who will be the lead attorney on your case.
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Unpaid Wages LawyerMany employers illegally withhold pay from employees. The following are examples of some of the most frequent violations:
Vasquez Vs Del Rio SanitEmployment Attorney in Sacramento County California employment laws serve to protect workers from being wrongfully and unfairly treated in the workplace. Without the protection found in the laws and regulations of the California Labor Code, employees would be unable to perform their jobs due to harassment of different kinds. The Labor Code, as well as numerous other legislative acts, has been put in place so that employers and employees alike can know their rights, and so that violators can be held accountable for their actions. Employment Law Practice Areas Whistleblower Claims If your employer retaliates against you for being a whistle blower, you may be entitled to compensation. Four examples of employer retaliation include: 1) firing you 2) demoting you 3) transferring you 4) reducing your hours. Wrongful Termination When is Termination Wrongful? A termination is considered wrongful if it is done for an illegal reason, such as discrimination, or in retaliation for exercising a workplace right such as applying for workers' compensation following a work injury. Sexual Harassment It is unlawful to harass an employee because of their sex, California Government Code Section 12940(j)(1). Sexually harassing behaviors to be aware of at work include: 1) sexual favors 2) Unwanted sexual advances and propositions Discrimination What Types of Discrimination Are Illegal? FEHA prohibits harassment and discrimination in employment on the basis of: race, color, religion, sex or gender, sexual orientation, marital status, national origin.... Family & Medical Leave Act (FMLA) The FMLA allows eligible workers a total of 12 workweeks per year of paid or unpaid leave for medical emergencies and events such as childbirth, severe illness or injury of an immediate family member, and the like. Employment Contracts If your employer has fired you in violation of the terms of your employment contract, you may be entitled to seek compensation for breach of contract. Some samples of breach of contract include unpaid commissions and bonuses, unpaid salary, and stock options. Wage & Hour Claims Many employers illegally withhold pay from employees. The following are examples of some of the most frequent violations: asking you to work off the clock, failure to pay the minimum wage.... Client Counseling Employment Lawyer's Group offers qualified legal counsel for clients who need assistance with any area of employment law. Get answers and skilled representation today by contacting our offices. Contact a Sacramento County Employment Attorney If you are being wrongfully treated on the job, get legal help today. Employment Lawyer's Group focuses entirely on employees' rights and will provide you with the advice and guidance you need when facing discrimination or harassment of any kind. Your initial evaluation is absolutely free, so contact our offices today!
Whistleblower Lawyer
Wrongful TerminationA termination is considered wrongful if it is done for an illegal reason, such as discrimination, or in retaliation for exercising a workplace right such as applying for a leave of absence due to disability, pregnancy, or complaining about sexual harassment. What Is Constructive Wrongful Termination? Some employers attempt to sidestep the law by making workplace conditions so intolerable that the employee is forced to quit. The legal term for this is "Constructive Wrongful Termination." If your employer forces you to quit, it may still be considered wrongful termination even if the employer technically did not fire you. The law concerning what you must do to be able to quit and sue your employer is very complicated. We strongly recommend that you speak to a qualified employment attorney to determine if you will be able to quit and sue, and what steps you must take before doing so. Unfair Termination of Employment? California is an employment-at-will state, and this means companies are generally within their rights to lay people off singly, by the dozens, hundreds or thousands to cut operating costs or for other reasons they are not required to specify. Behind the scenes, however, we know that many people are chosen for layoff because of characteristics that are legally protected, most commonly age or affliction with a medical condition that company decision makers view as costly for them. When this occurs, it may be judged in court or by an arbitrator as employment discrimination, and that is illegal. Were Unfairly Selected for LayOff, and is that Illegal? In the Los Angeles metropolitan area or elsewhere in California, we at the Employment Lawyers Group are here to help if you were selected for layoff in violation of state or federal laws. Our focused employment lawyers can make that determination and advise you accordingly based on decades of combined experience. Our successes in mediation, arbitration and courtroom litigation have included many recoveries in excess of $100,000 in wrongful termination and employment discrimination cases on behalf of, for example: Numerous women fired or denied the right to return to work due to their pregnancies People wrongfully terminated, selected for layoff or forced to quit because they were afflicted by cancer, another serious medical condition or a disability Wrongful Termination Case Wins & Settlements in Los Angeles: $216,575 Leave of Absence Termination $182,500 Cancer Discrimination Termination $175,000 Wrongfully Terminated Controller $150,000 Wrongful Termination of Waitress $150,000 Race Harassment at Oil Refinery $125,000 Terminated for Complaining about Safety Violations California Wrongful Discharge The California Supreme Court has recognized that an employer's termination of an employee for reporting an alleged violation of a statue of public importance represents one category of wrongful discharge in violation of public policy, Gantt v. Sentry, 1 Cal.4th 1083, 1090-1091 (1992) citing approvingly in Turner v. Anheuser-Busch, 7 Cal.4th 1238, 1256, 32 Cal.Rptr.2d 223, 235 (1994). Moreover, wrongful termination can be based upon an employee checking on and trying to report possible illegal conduct to company officials, Collier v. Sup. Crt. 228 Cal.App.3d 1117, 1121, 279 Cal.Rptr. 453 (1991). "Retaliation by an employer when an employee seeks to further…public policy by responsibly reporting suspicions of illegal conduct to the employer seriously impairs the public interest" and is enough for wrongful termination, at 1127, 458. [A]n employee need not provide an actual violation of the law; it suffices if the employer fired him for reporting his 'reasonably based suspicions' of illegal activity, Green v. Ralee Eng. Co. 19 Cal.4th 66, 87, 78 Cal.Rptr.2d 16 , 29 (1998) referencing Collier, 1125. California Wrongful Discharge Laws In Holmes v. General Dynamics, 17 Cal.App.4th 1418, 1423, 22 Cal.Rptr.2d 172, 174 (1993) the appellate court upheld a jury verdict for wrongful termination in which the evidence was that the plaintiff was fired for telling management their conduct violated a statute regulating public policy. The Holmes court held it was proper to instruct the jury that "employers shall not terminate employees in retaliation for disclosing to the employer's management a practice of the employer that violates the False Statements Act," at 1433, 181. The Holmes court held the instruction was proper and provided clarification what the word disclose means. The Holmes court held that disclosing means to "expose to view, as by removing a cover; uncover….The make known; divulge," Id. An employer who fires an employee for 'exposing to view or 'making known' an employer's illegal conduct plainly violates a 'fundamental' or 'substantial' public policy regardless of the militancy or the decibel level of the report and even if the employee has chosen not to actively oppose the illegal conduct. A contrary rule would provide corporate managers incentive to terminate any employee after the employee has reported illegal activity but before the employees has had the opportunity to 'protest' such activity. Moreover, such rule would unfairly penalize an employee, such as Holmes, who deems it appropriate to address the situation by working through company channels rather than engaging in some form of adversarial conduct, Id. CONTACT US OR CALL 1-877-525-0700 TO SPEAK TO A LOS ANGELES EMPLOYMENT LAWYER Please do not rely on this page for legal advice. here the law mores is very fact specific to each case. In addition, The law frequently changes and there are legal doctrines not explained here in that must be understood in order to understand law.

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