Richmond Employment Attorneys

Richmond, California – Employment Attorneys

Stephen Danz and Associates’ and its affiliates are Richmond, California employment attorneys handling cases on behalf of local employees who have experienced such actions as a hostile work environment or wrongful termination.  A hostile work environment takes place when an employer, supervisor, or even a felloe employee behaves in such a way to create a workplace atmosphere making it very difficult bordering on impossible for the employee to do his or her job.  To have a strong cause of action, we look for specific environments to deem them hostile under the law.

The employer, supervisor or fellow employee’s behavior must discriminate, intimidate, offend, or abuse rather than merely annoy in order for it to be prohibited under the laws.  In addition, the verbal language or physical contact is required to be intentional and pervasive. Lone and isolated events are not usually sufficient.  Further, the resulting hostile work environment must interfere with the employee’s career progress, or ends up causing the employee to be demoted or terminated.  Finally, the employer must have been aware of the harassment and did not actively investigate it or intervene to stop it.

In Richmond, we have assisted clients with questions such as the following:

What are Anti-harassment Provisions Governing Farm Labor Contractors?

An applicant for a license to operate as a farm labor contractor must provide a written statement to the California Labor Commissioner attesting that the applicant’s employees have been trained in the prevention of sexual harassment in the workplace.  Additionally, California will not grant an applicant a license to operate as a farm labor contractor if, within the preceding three years:

  • A court or an administrative agency found the applicant to have committed sexual harassment –or–
  • The applicant employed a supervisory employee whom the applicant knew or should have known was found by a court or an administrative agency to have committed sexual harassment within the preceding three years of his or her employment

What is Literacy and Drug Rehabilitation Accommodation in the Workplace?

Employers who employ at least 25 employees are required to provide reasonable accommodations to employees who are participating in drug or alcohol rehabilitation or illiteracy programs, provided the accommodations do not cause undue hardship. (Cal. Lab. Code §§ 1025, 1041.)

Stephen Danz and Associates’ Richmond, California employment attorneys handle cases on behalf of local employees who have experienced discrimination, wrongful termination, sexual harassment, unequal pay, and retaliation and their employment rights were violated.  Our experienced and dedicated attorneys understand the client’s 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 one of the highest-rated employee-side law firms on your side is critical.  If you are in Richmond, California and searching for attorneys that are both experienced and aggressive, look no further and contact our office.  When encountering discrimination, wrongful termination, or retaliation in the workplace, many California employees have turned to our offices 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.

How are employers forbidden from retaliation?

Under Cal. Lab. Code § 1102.5, employers are forbidden from retaliating against any employee who:

  • Discloses information that the employee has reasonable cause to believe is a violation of law
  • Refuses to participate in an unlawful activity
  • Has exercised rights against retaliation in any former employment –or–
  • Has a family member who has or is perceived to have engaged in protected activity

To establish a prima facie retaliation claim, the employee must demonstrate that:

  • The employee engaged in a protected activity
  • The employee was subjected to an adverse employment action by his or her employer –and–
  • There was a causal link between the two

An individual who violates Labor Code § 1102.5 commits a misdemeanor that is punishable by imprisonment in the county jail not exceeding one year, a fine not exceeding $1,000, or both. (Cal. Lab. Code § 1103.) A violation of the statute by a corporation is punishable by a fine not exceeding $5,000. Id. A corporation or limited liability company is also liable for a civil penalty not exceeding $10,000 for each violation. (Cal. Lab. Code § 1102.5(f).)

Contact our office if you have any questions about any of the above or to discuss your case.  You may complete an online form or call us directly.  We will then assist you confidentially.