California Employment Discrimination Attorneys
Discrimination in the workplace is a serious problem that must be addressed. Companies committing employment discrimination are in violation of several employment laws and need to be held accountable.
The lawyers at the law office of Jay S. Rothman & Associates have more than 50 years of combined experience aggressively standing up for the rights of individuals who have experienced discrimination in the workplace. Contact our California employment discrimination attorneys to discuss your concerns. We are dedicated to pursuing justice on your behalf to ensure a safe, secure work environment where you can thrive.
We Advocate Aggressively For Employees
Discrimination is illegal and unacceptable and should not be tolerated. Our firm handles cases in which employment discrimination has occurred on the basis of several protected classifications, including:
- Race
- Color
- National origin
- Age
- Gender
- Sexual orientation
- Pregnancy
- Religion
- Disability (physical or mental)
As an employee, you are entitled to fair treatment from your boss or supervisor. If you have been a victim of wrongful termination as a result of employment discrimination or for complaining of discrimination, you may have been wrongfully terminated. If you were terminated for complaining of any illegal conduct, you may have a retaliation case.
How To Recognize Adverse Employment Actions
When people think of “adverse employment actions” the only thing that comes to mind is job loss. While employment termination is certainly an adverse action, there are many other adverse outcomes, such as:
- Demotion
- Unfavorable assignments
- Salary cuts
- Negative performance reviews
If there is a way to make your life at work more of a struggle and less fulfilling, it’s likely an adverse employment action. It can be very subtle. However, you will notice that whenever there is an adverse employment action, your employers have very reasonable reasons for it. But that may not be exactly what it seems like.
‘Justifications’ Can Be Hiding Something More Sinister
An employer-side employment law attorney spends a lot of their time working on compliance and coverage for their clients. In a lot of ways, that work goes directly to providing alternate reasons for any adverse employment action. That doesn’t mean that justification is anything less than totally manufactured.
Employers will:
- Write you up for minor infractions
- Fabricate negative outcomes from your work
- Put you in no-win situations and hold it as evidence of failure
- Hold you to higher standards than others
They want to build a case against you for firing. However, if this pattern starts ahead of you, you can be sure there is a driving reason behind it, and often one that violates your rights as a worker. You don’t need a smoking gun that flat out proves what you’ve experienced is discrimination. You only need to document everything that happens as the circumstantial evidence can be admitted and compelling.
Damages And Compensation In A Discrimination Claim
A workplace discrimination claim may let you seek money and other relief. The claim should show what the employer’s conduct cost you. The value depends on the facts, proof, harm and laws that apply. Damages may include back pay, front pay, lost benefits, job search costs and attorney fees. Some cases may also include emotional distress damages. These damages may address stress, fear, shame or anxiety caused by bias at work.
A claim may also seek more than lost wages. The court may consider reinstatement, promotion, policy changes, training or reasonable accommodations. In serious cases, punitive damages may apply. This can happen when the employer’s conduct was especially wrongful. Discrimination can also overlap with harassment. That may occur when bias creates hostile workplace conduct. Our attorneys review the timeline, the stated reasons and the records. Those facts may show what really happened.
Questions Employees Often Ask About Discrimination
Workplace discrimination can leave employees unsure about what counts as proof, how long they have to act and whether speaking up could put their job at risk. These concerns often shape the next step in a potential claim, so we have answered some frequently asked questions below.
How do I prove employment discrimination in California?
You usually prove employment discrimination through direct proof and circumstantial proof. Helpful records may include emails, texts, witness names, write-ups, pay records, schedule changes and reviews. A personal incident log can also show when each adverse action happened. You do not need one perfect document. A pattern of unfair treatment can matter when the facts support a larger story, so keep clear records with a date noted for each incident.
What is the statute of limitations for filing a discrimination claim in California?
California employment discrimination deadlines can be strict. In many employment cases, workers must submit an intake form to the California Civil Rights Department within three years of the last harm. Federal EEOC deadlines may be shorter. Waiting can weaken your options.
Can my employer fire me for reporting workplace discrimination?
An employer cannot lawfully fire, demote, harass or punish you because you reported discrimination. You also have rights when you help with an investigation or oppose illegal conduct. The Equal Employment Opportunity Commission recognizes worker protections against retaliation. If your employer suddenly writes you up, cuts your hours or pushes you out after a complaint, that timing may support a retaliation claim. Document each step. Speak with our legal team before the employer’s paper trail becomes the only version of events.
Schedule A Free Consultation
Contact Jay S. Rothman & Associates in California today to discuss your specific case. Call 855-239-0102 or use our online contact form to schedule a meeting. We offer a free initial consultation so a member of our legal team can assess the possibilities for your case. Flexible appointment times are available. Let us help you stand up for your rights.