Employment Attorney for JP Morgan Chase Employees

JP Morgan Chase Bank – Dedicated California Plaintiff-Side Employment Attorneys

JP Morgan Chase Bank (Chase Bank) is one of the largest investment banking and financial services provider in the country.  It has over 256,000 employees and boasts total assets of over $2.687 Trillion.  That is trillion with a “T”.  It must come at no surprise that such a behemoth also experiences many instances of employment discrimination, harassment, wrongful termination, and retaliation.  In one recent case brought in California Superior Court, a Plaintiff alleged vast harassment, discrimination, and retaliation based on disability in violation of the Fair Employment and Housing Act (“FEHA”).  His claims included that he was subjected to adverse employment actions based on his protected class and characteristic, and for taking protected leave of absence.

Sadly, sexual harassment runs rampant in banks such as Chase Bank.  The United States Equal Employment Opportunity Commission (“EEOC”) reports that Chase Bank continually violated federal laws by subjecting its female employees to wage discrimination brought upon by verbal sexual harassment.  Those who opposed the conduct were retaliated against.  Interestingly, a retaliation lawsuit can even stand on its own even if the discrimination lawsuit is thrown out.  Finally, another recent case brought against Chase Bank alleged that a former employee was discriminated against based on his age in violation of the Age Discrimination in Employment Act of 1967 (“ADEA”).

Over the last several years, we have noticed an uptick in the number of employment discrimination lawsuits against California companies.  Further, we are aware that many of these cases do not see court because they end up settling.  The most common types of complaints we receive include age discrimination, Equal Pay Act violation, Unfair Competition Law violations, hiring discriminations, sexual harassment, gender and sexual discrimination, and whistleblower retaliation.

If you are a former or current employee at Chase Bank, know what your rights are protected. Please be aware that there have been many recent settlements holding companies accountable for a culture filled with bias, harassment, discrimination, retaliation, and intimidation.  We continually receive reports of hostile work environment and unlawful wage disparity at local businesses – large and small.  The most common laws protecting employees are included below.

What are the most common federal laws protecting employees?

Title VII of the Civil Rights Act of 1964 (“Title VII”) prohibiting discrimination based on race, color, religion, sex (including gender and pregnancy) and national origin. (42 U.S.C. § 2000e-2(a)(1).)

The Americans with Disability Act (“ADA”)

Disability (42 U.S.C. §§ 12101-12213).

Rehab Act:

Disability (29 U.S.C. §§ 791, 793, 794, and 794a).

Age Discrimination in Employment Act (“ADEA”)

Age (40 years or older) (29 U.S.C. §§ 621-634).

Genetic Information Nondiscrimination Act of 2008 (“GINA”)

Genetic information (42 U.S.C § 2000ff).

Uniformed Services Employment and Reemployment Rights Act (“USERRA”)

Past, present, or prospective military service (38 U.S.C. § 4311).

Section 1981 of the Civil Rights Act

  • Race.
  • Color.
  • Ethnicity.

(42 U.S.C. § 1981(a).)

Immigration Reform and Control Act of 1986 (“IRCA”)

  • Citizenship.
  • National Origin.

(28 C.F.R. § 44.200.)

What are the most common California state laws protecting employees?

California’s Fair Employment and Housing Act (“FEHA”)

  • Age (40 years or older).
  • Ancestry.
  • Color.
  • Marital status.
  • Medical condition.
  • Mental disability.
  • Military and veteran status.
  • National origin.
  • Physical disability.
  • Race.
  • Religious creed.
  • Religious belief, observance and practice, including religious dress and grooming practices.

(Cal. Gov’t Code §§ 12926(b), (i)-(q), 12926.1(b) and 12940(a).)

  • Gender.
  • Gender identity, meaning a person’s identification as male, female, a gender different from the person’s sex at birth, or transgender.
  • Gender expression, defined as a person’s gender-related appearance and behavior whether or not stereotypically associated with the person’s assigned sex at birth.
  • Sex, including:
  • pregnancy;
  • childbirth;
  • breastfeeding or medical conditions related to breastfeeding; and
  • medical conditions related to pregnancy or childbirth.
  • Sexual orientation, including:
  • heterosexuality;
  • homosexuality; and
  • bisexuality.
  • Genetic information, including information about:
  • an individual’s genetic tests;
  • family members’ genetic tests;
  • family members’ diseases or disorders;
  • an individual’s or family member’s receipt of, or request for, genetic services; and
  • participation by an individual or their family member in clinical research that includes genetic services.

Military and Veterans Code: Military status or service, including employees who are, or were, officers, warrant officers or enlisted members of the military or naval forces of California or the United States (Cal. Mil. & Vet. Code § 394).

For discrimination purposes, the FEHA defines an “employer” as any person that either:

  • Regularly employs five or more persons, including any employees who:
  • work outside of California;
  • are on paid or unpaid leave; or
  • work part-time or full-time.
  • Directly or indirectly acts as an agent of an employer.

For harassment purposes, the FEHA defines an “employer” as any person that:

  • Regularly employs one person or more.
  • Regularly receives the services of one or more independent contractors.
  • Directly or indirectly acts as an agent of an employer.

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.