Race Discrimination Employment Attorneys in Los Angeles
California, and Los Angeles, in particular, is home to some of the most diverse workforce in the U.S. After repeated government and legislative actions on the federal, state, and local level, individuals from all racial backgrounds have unprecedented opportunities to work in all fields and industries. However, even with all of the laws showcasing decades of civil rights advances, there are still remnants of racial prejudices in the workplace. In response, our firm has assisted hundreds of clients to recover just compensation for being victims of many types of racial discrimination and retaliation. It is sad, but the only way that businesses learn the laws prohibiting race discrimination is after they have violated the laws and judgments or settlements have affected them financially.
What Is Race Discrimination?
Under California’s Fair Employment and Housing Act (“FEHA”) and Title VII of the Civil Rights Act of 1964 (“Title VII”), race discrimination occurs when an employer treats an employee negatively based on his or her race, or characteristics associated with that race. Although racial discrimination takes many forms, there are certain common types that are prevalent:
- The most rampant is employment actions based on race. These may include none-hiring, demotion, firing, compensation, tasks, job assignments, skipped promotions, targeted layoffs, benefits and any other actions that affect the terms or conditions of employment as long as they are based on the employee’s race or racial appearance;
- The permitting of a hostile work environment or harassment where there are constant incidents such as slurs, jokes and aggressive behavior that create an unsafe/unsecured work atmosphere;
- Corporate Policies and Practices that have an adverse or negative impact on employees of a given race either overtly or covertly. Certain types may be overt where the unfairness is clear and creates unduly burdensome conditions for members of a race. However, racial bias may also be covert where the true intent is hidden by made-believe lawful rationale.
The employee, or Plaintiff, has the burden of initially proving that there he or she was the victim of racial discrimination. He or she can then seek compensation and corrective action by first filing the claim with the respective agency and obtaining the Right to Sue letter. Your attorney would then guide you in an effort to compensate you for the discrimination, harassment, or retaliation that you suffered by different means such as Financial Compensation (monetary damages including back pay that you should have received if the discrimination did not occur, and compensation due to the victim who suffered the embarrassment, emotional distress, and humiliation from the discrimination), or Injunctive Relief (ensuring that such conduct does not continue and/or requiring the employer to restore the victim to the place where he or she would have been had the race discrimination harm had not occurred). There are other types of damages such as medical costs resulting from the harm caused or punitive damages in extreme cases where they are designed to punish the employer as well as other companies from engaging in similar future conduct.
What Our Attorneys Can Do For Victims of Race Discrimination
When you contact our office, you will be able to discuss the facts of your case with an attorney. At that point, the attorney will guide you every step of the way. You will no longer feel powerless and your rights will be protected. We will inform you of the strengths and weaknesses of your case and hold your employer responsible for any discriminatory or retaliatory conduct. With our knowledge, experience, and resources, we are able to take on companies and their counsel of all sizes since cases ultimately are dependent on the facts that transpired. As California’s largest employee-side law firm, we do not back down from any situation. Rest assured that we will lead you adequately toward proper resolution of your case through depositions of witnesses, subpoenas of files, investigations and other strategic maneuvers at our disposal as attorneys.
From the initial free phone call consultation, we will advise you of the legal options available against the employer. Since our fee basis is contingent on the success of the case, rest assured that no fees would be collected during the litigation process. Plus we are compensated only if we are successful.
Employment Discrimination is Our Focus
Employment discrimination cases are some of the most common, and complex, cases in California. They demand attorneys who are well-versed in the vast variety of laws and equipped with the experience and resources to gauge the exact parameters of each fact pattern and case. The success of each case hinges and the amount of compensation for lost wages, benefits, emotional harm, and other related damages is contingent upon the representation. Trust the specialized attorneys at Stephen Danz and Associates for a thorough understanding of your case and the proper application of the laws.
Our specialized exclusively employee-side attorneys review the case with you at your convenience and remain involved each step of the way. Often, this involves a review of the facts, request, and analysis of the evidence through subpoena, deposition of your supervisor and those involved in the decision-making, and many other resources that are well beyond the capability of smaller law firms.
Contact a Lawyer at Our Los Angeles Office Today
To truly evaluate whether your case qualifies as infringing on, or in violation of, federal or state laws, contact our office for an initial free consultation at (877)789-9707. At the conclusion of the legal consultation, our attorney will immediately let you know the strength of your case. We can also meet with you in person in Los Angeles and its surrounding areas.
Laws Protecting California Employees from Retaliation
There are many laws that protect employees from retaliation. Specifically, whistleblowers are protected against retaliation under the Deficit Reduction Act (“DRA”), False Claims Act (“FCA”), Fraud and Enforcement Recovery Act (“FERA”), and the Patient Protection and Affordable Care Act (“ACA”).
The FCA protects whistleblowers from retaliation by the employer such as terms and conditions of employment as a result of an employee, contractor or agent’s lawful act aimed to stop an FCA violation. Relief may include reinstatement, two times back pay, interest, special damages, litigation costs, and reasonable attorneys’ fees. Title VII also prohibits employers from retaliating against employees based on their opposition to employment discrimination or the employees’ complaint of discrimination. Other types of anti-retaliation statutes are included under FEHA and the Fair Labor Standards Act. For a free consultation about your case, speak to our workplace retaliation attorneys by calling us at 877-789-9707 today.
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“I was able to buy a franchise and start my own business thanks to your hard work and six-figure settlement in my discrimination and wrongful termination case. Your hard work on my behalf, always being available to answer my questions about “what’s next”, where most reassuring. I have recommended you to several potential clients and will continue to do so. Thank you, Danz & Associates!”
– Jeannie M.
Race Discrimination Attorney in Los Angeles