Employment Attorney for the Retail Sector

Employment Attorney for the Retail Sector California Employment Attorneys

California’s retail industry employs over three million people and is diverse and complex.  It is also one of the largest industries in the United States with more than 164 thousand stores and sales of over $571 billion.  Accordingly, employees who face discrimination, retaliation, harassment, wrongful termination, or related employer prohibited activity in this field, 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.

Each day we hear stories of how California’s retail sector has been hurting.  Unfortunately, what occurs when sales slump is unlawful discrimination, harassment, and retaliation against employees with the pretext that such conduct is due to economic reasons.  In addition, wrongful termination and lay-offs have taken place in this industry heavily impacting certain employees for illegal reasons.   Certain employees of a particular national-origin or ancestry have been impacted the most.  To combat such employer behavior, the attorneys at Stephen Danz and Associates, along with co-counsel, have taken many cases to mediation, arbitration, and litigation.  Our law firm is dedicated to representing employees in the retail industry.  Combined with our attorneys, we have an excellent support staff comprising a powerful legal team on your side.  We even the field when it comes to taking on the large employers and their defense counsels.

How Does FEHA Protect an Employee from National Origin Discrimination?

National origin may also overlap with race and color, but specifically refers to the country where a person was born or, more broadly, the country from which his or her ancestors came. The Equal Employment Opportunity Commission (“EEOC”), which our attorneys routinely work with to resolve cases, takes the position that an individual’s national origin does not have to relate to a recognized country, but can also relate to a place closely associated with a group of people who share common characteristics, such as language, culture, ancestry, or other similar social characteristics (for example, Chinese) (See EEOC’s Compliance Manual Section 13: National Origin Discrimination: What Is “National Origin” Discrimination?).

How Does FEA define National Origin?

Under the FEHA, the definition of national origin includes an individual’s or ancestor’s actual or perceived:

  • Physical, cultural, or linguistic characteristics associated with a national origin group.
  • Marriage to or association with persons of a national origin group.
  • Tribal affiliation.
  • Membership in or association with an organization identified with or seeking to promote the interests of a national origin group.
  • Attendance or participation in schools, churches, temples, mosques, or other religious institutions generally used by persons of a national origin group.
  • Name that is associated with a national origin group.

The term, national origin group, includes:

  • Ethnic groups.
  • Geographic places of origin.
  • Countries that are not presently in existence.

How Does FEHA Protect an Employee from Ancestry Discrimination?

Although ancestry appears to be included in the definition of national origin, it is also a separate protected characteristic under the FEHA.  Therefore, we place a separate claim for ancestry if such discrimination takes place.  Contact our office for a more in-depth discussion.

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.