California Employment Attorneys Representing Employees in the Utilities Industry

California Employment Attorneys Representing Employees in the Utilities Industry

In California, there are many privately-owned electric, natural gas, telecommunications, water, and transportation companies employing thousands of employees.   They are all regulated by the California Public Utilities Commission.   Sadly, we have seen an upward trend of discrimination in this industry.  To combat such violations, Stephen Danz and Associates, and co-counsel, have aggressively represented many utility industry employees who were increasingly affected.

Our law firm is dedicated to representing employees.  The attorneys and support staff are a powerful legal team on your side and are steadfast in our approach.  We even the field when it comes to taking on the large employers and their defense counsels.  Employees who face discrimination, retaliation, harassment, wrongful termination, or related employer prohibited activity, should seek the help of competent and knowledgeable California employment lawyers.  The attorney you trust should have the experience and fortitude to stand against the largest defense firms, and not be concerned about litigation.

How Are Citizenship Requirements Used to Discriminate Against California Employees in the Utilities Industry?

Unless a permissible defense applies, citizenship requirements that have the purpose or effect of national origin or ancestry discrimination are unlawful. The regulations specifically provide that the following actions on the basis of national origin are prohibited: retaliation, harassment, height/weight requirements, and recruitment/job segregation.

How does California Law Protect Employees Against Retaliation?

An employer may not retaliate against employee for engaging in protected activity under the FEHA, such as opposing discrimination or harassment based on national origin. Prohibited forms of retaliation include (i) threatening to contact or contacting immigration authorities or law enforcement about the immigration status of the employee, former employee, applicant, or a family member (such as a spouse, domestic partner, parent, sibling, child, uncle, aunt, niece, nephew, cousin, grandparent, great-grandparent, grandchild, or great-grandchild, by blood, adoption, marriage, or domestic partnership) of the employee, former employee, or applicant; or (ii) taking adverse action against an employee because the employee updates or attempts to update personal information based on a change of name, social security number, or government-issued employment documents. An employer may not use force, fraud, or coercion to compel the employment of applicants or employees on the basis of national origin, or to subject them to adverse treatment.

How does California Law Protect Employees Harassment?

It is unlawful for an employer to harass an applicant or employee on the basis of national origin. The use of epithets, derogatory comments, slurs, or non-verbal conduct based on national origin may constitute harassment if the actions are so severe or pervasive that they alter the employee’s working conditions and create an abusive working environment. A single unwelcome act of harassment may be sufficiently severe. Harassing conduct includes: (i) threats of deportation; (ii) derogatory comments about immigration status; or (iii) mockery of an accent or a language or its speakers.

How does California Law Protect Employees Against Height/Weight Discrimination?

Imposing height or weight requirements may have a disparate impact on the basis of national origin. Where an adverse impact is established, such requirements are unlawful, unless the employer can demonstrate that they are job related and justified by business necessity. In such case, it is still unlawful if the applicant or employee can prove that the purpose of the requirement can be achieved as effectively through less discriminatory means.

How does California Law Protect Employees Against National Origin Segregation?

Recruitment and job segregation. Unless there is a permissible defense, it is unlawful for an employer, on the basis of national origin: (i) to seek, request, or refer applicants or employees; or (ii) to assign positions, facilities, or geographical areas of employment.

Why Contact Our Law Firm?

Our leadership has practiced law in California for five decades.  Accordingly, the experience, resources, and years of litigation prepared us to fight for your legal rights in California’s state and federal courts.  The team focuses only on employment law and therefore can provide clients with maximum compensation and most favorable results.  This is critical as employment laws constantly change – whether it is the types of charges, defenses, deadlines, or court rules.  Trust our team for its transparency, knowledge and constant communication.