Employment Attorney for Hewlett-Packard Employees

Hewlett-Packard Labor Law Violations – Dedicated Plaintiff-Side Employment Attorneys

Hewlett-Packard (or HP) is one of the largest information technology companies based in San Jose, California.  It has more than 61,000 employees and generates revenues of approximately $29 Billion.  Like other California-based technology companies, HP has faced allegations of discrimination, harassment, and retaliation.  In one instance, two former Hewlett-Packard female employees filed a lawsuit in Santa Clara County Superior Court complaining of sexual harassment at work.  In another case, employees sued HP under the Fair Employment and Housing Act (“FEHA”) for violating their employment rights by discriminating against them based on their age.

Other recent cases brought to our attention involved gender discrimination, breastfeeding discrimination, disability discrimination, wage disparity, and age discrimination (in violation of the Age Discrimination in Employment Act of 1967 (“ADEA”).  Getting in on the action, the Equal Employment Opportunity Commission (“EEOC”) has also enforced federal anti-discrimination laws against HP when a former employee filed a lawsuit for employment discrimination and then retaliation against her when reporting the hostile work environment.  California Department of Fair Employment and Housing (“DFEH”) has also brought necessary actions against technology companies.

Over the last several years, our affiliated attorneys noticed an uptick in the number of employment discrimination lawsuits against California employers in the technology and information security sectors.  Further, we are aware of other settlements against these companies alleging age discrimination, Equal Pay Act violation, Unfair Competition Law violation, hiring discrimination, sexual harassment, gender and sex discrimination, whistleblower retaliation, and other sexual misconduct.

If you are a former or current employee at Hewlett-Packard (HP), please be aware that settlements remain confidential and thus do not become public.  Therefore, what is available online is not reflective of most bias, harassment, discrimination, retaliation, and intimidation occurring in the California workplace.  We continually receive reports of rampant hostile work environment and unlawful wage disparity.  Our goal is to educate the clients while providing updates throughout our website.

What are California State Court Differences That Benefit Employee Plaintiffs?

Several procedural differences between California state courts and federal courts are considered more favorable to employee plaintiffs (and their attorneys) and less favorable to employer defendants, including the following:

Local rules that vary by county and often, by judge. This can favor attorneys who are regularly in court. Because California law is favorable to employees, employment cases are frequently litigated in state court. As a result, employers may seek to remove cases to federal court where plaintiffs’ attorneys are less familiar with the rules or judges.

The requirements for a jury verdict. If the case goes to a jury, a unanimous verdict is required in federal court. In contrast, a 3/4 verdict, or nine out of 12 jurors, suffices in state court.

Selection of jurors: Prospective jurors in federal court are chosen from a different segment of the community. State jurors are randomly selected from the Department of Motor Vehicles license records and county voter registration records. Federal jurors are drawn only from voter registration records, which may produce a more conservative jury panel.

A perception that federal judges are more likely to grant dispositive motions and make attorneys work harder. “Lazy” plaintiffs can drag things out in state court and can avoid summary judgment to “get their day in court.”

What are Benefits to Employee Plaintiffs During Discovery and Summary Adjudication?

California procedural law has some discovery rules that may be viewed as “plaintiff-friendly.” In federal court, discovery is closely monitored early in the case, where judges outline permissible discovery at an early discovery conference. The judge may restrict discovery that is cumulative or unduly burdensome or expensive.  In contrast, California discovery procedures are available as a matter of right.  This is a huge advantage to plaintiffs’ attorneys.

Stephen Danz and Associates’ affiliated employment attorneys handle cases solely on behalf of local employees who have experienced labor law violations such as discrimination, wrongful termination, sexual harassment, unequal pay, and retaliation.  Our experienced and dedicated attorneys understand the client needs to protect his or her rights and income as well as the ability to continue to work.  When you trust us with your case, we represent you and your interests with confidence and transparency.  Our reputation speaks for itself as we tirelessly work to represent your employment interests so that your professional and financial futures are protected.

We devote our practice to fighting for workers’ rights.  Employment law in California is a specialized area and cases are hard-fought.  Therefore, having the one of the largest employee-side law firms on your side is critical.  If you are in California and searching for attorneys that are both experienced and aggressive, look no further and contact one of our offices.  When encountering discrimination, wrongful termination, or retaliation in the workplace, many California employees have turned to our attorneys for guidance.  In turn, we represent employees throughout California in their fight against employers that have taken advantage of their upper hand.  Our attorneys cover cities in Northern California and Southern California as the State’s courts are as specialized and diverse as the State’s landscape.