Los Angeles Discrimination Lawyer
California has some of the strictest employment laws in the nation. Of course, discrimination within the workplace is prohibited federally, but the State places additional emphasis on persevering employee rights.
Many California laws are more protective of employees than Federal law.
Common kinds of Workplace Discrimination
Pregnancy Discrimination – If you’ve faced any kind of negative action at work as a result of your pregnancy, this may be considered discrimination. This includes if you were not hired, retaliated against, disciplined, or terminated as a result of your pregnancy.
Racial Discrimination – Racial discrimination in the workplace, whether direct or indirect, is illegal and punishable by law. An example of direct discrimination is when there is clear favoritism toward one racial group over another. Indirect discrimination may occur when a practice or policy intended for everyone indirectly affects one person, such as requiring an employee’s first language to be English. A fluent-English speaker whose first language is not English, but another language, may feel discriminated against.
Age Discrimination – Being discriminated against based on age is illegal and punishable by law, a standard set by FEHA and the Age Discrimination in Employment Act (ADEA). In particular, this law applies to those who are age 40 or older. If comments, insults, or assumptions have been made based on your age, this may mean that you’ve been discriminated against. If you’re being treated differently than younger workers, whether it’s training, promotions, or job responsibility, this may be a sign of discrimination.
Sex and Gender Discrimination – FEHA prohibits discrimination on the basis of an employee’s sex. In addition, California law expands this definition to prohibit discrimination on the basis of sexual orientation.
Disability Discrimination – FEHA and the Americans with Disabilities Act (ADA) outline that it’s illegal to discriminate against an employee based on physical or mental disability. Another guideline outlined in these laws is that employers must provide a reasonable accommodation to employees with disabilities.