San Francisco Employment Discrimination Attorneys
Stephen Danz and Associates San Francisco based employment discrimination attorneys represent employees exclusively. We are passionate attorneys who pursue justice for workers throughout the Bay Area across all industries. Our specialty is the representation of discriminated employees that are protected under Title VII of the Civil Rights Act of 1964 (“Title VII”) and California’s Fair Employment and Housing Act (“FEHA”).
Title VII strictly prohibits companies from discriminatory conduct against an employee if he or she belongs to a “protected class.” Specifically, if an employee is a member of such a protected class, the employer may not treat him or her differently in areas such as compensation, terms, conditions, or privileges of employment. Similarly, under FEHA, an employer may not base employment decisions based on an employee’s protected status. The following are areas where our attorneys focus their representation:
Pre-Employment Hiring Discrimination
Age Discrimination (40 or over)
Sex/Gender/Sexual Orientation Discrimination
Marital Status Discrimination
National Origin/Ancestry Discrimination
Title VII applies to companies that employ at least 15 individuals in a year while FEHA applies to California employers with at least 5 employees in a year. Recently, California’s legislature passed new laws expanding the 5 employee threshold to enable most lawsuits to be filed against smaller employers since they include within the number employees who are out of state or are on medical leave. Our attorneys have the reputation of earnest representation and the resources to take on the biggest corporations. To review your case and provide guidance on how to obtain just compensation, speak to our San Francisco discrimination attorneys today for a free consultation. Call us at 877-789-9707.
San Francisco Workplace Retaliation Attorneys
When an employer, through a supervisor or other agent, disciplines an employee after the employee submitted a valid or reasonable complaint that is illegal retaliation. There must be a cause-effect relationship, or link, between the employee’s protected activity and the employer’s conduct. Our San Francisco based attorneys establish this connection by looking for the following (i) the time proximity between the protected action and the adverse result; (ii) whether the whistleblower received different treatment than other similarly situated and qualified employees; (iii) whether there was documented corrective action; and (iv) whether there was a history of negative evaluations. For example, a lapse of 18 months between the protected activity and the whistleblower’s termination was held as too long to satisfy the causal connection. In addition, one must make sure that the protected claim must be made in accordance with an employer’s internal dispute resolution process. One recent case resulted in a dismissed retaliation and whistleblower claim because the employee was advised of the internal dispute resolution process but failed to use it.
Retaliation in the workplace occurs when the employer’s action that changes the terms or conditions of the employment. This conduct may take the form of increased harassment or abuse, changing job assignments or duties, demotion (or denial of promotion), reduction in benefits or pay, unwarranted discipline, or termination. Make sure that you complain in writing to the Human Resources Department and your supervisor. Then, as soon as you have been retaliated against for reporting the employer illegal activity, discrimination or harassment, contact us at the number below for a free consultation regarding your rights.
Title VII of the Civil Rights Act of 1964 (“Title VII”), the Age Discrimination in Employment Act (“ADEA”), the Americans with Disabilities Act (“ADA”), and the Equal Pay Act (“EPA”) are federal laws and that prohibit retaliation in the workplace. California’s Fair Employment and Housing Act (“FEHA”), Labor Code 1102.5, and the Fair Pay Act (“FPA”) are state laws that prohibit retaliation. According to a United States Supreme Court ruling, a retaliation claim under Title VII of the 1964 Civil Rights Act could surface from any employer action that would discourage an employee from making a charge of discrimination.
When searching for online for a ” Discrimination Attorney San Francisco ” you need to be aware Stephen Danz & Associates has over 40 years in practice and is a sole employment attorney specializing in employment-related cases.
For a confidential free consultation, speak to our San Francisco workplace retaliation attorneys today at 877-789-9707. We handle cases throughout the Bay Area and are familiar with the laws and local courts.
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“Mr. Danz and Ms. Porter, Thank you very much for your legal assistance a few weeks back. The problems I was encountering at work were having an extremely adverse effect on every aspect of my daily life. Relationships with my fiancé, friends, and family were growing increasingly tense, and my overall daily outlook was grim as a consequence of not being able to see any viable options to remedy the situation. Your willingness to write, speak over the phone, and meet with me was extremely generous. Furthermore, the way in which you treated my family and I was overwhelming. In a calm, compassionate, and sincere fashion, you were able to explain to us very clearly several meaningful options in which to resolve the conflict I had with my employer. On the drive home from meeting with both of you, I felt for the first time in a long time, a sense of relief and renewed the ability to enjoy the moment.
Discrimination Attorney San Francisco