Sex and Gender Discrimination Attorneys in Pasadena
Exclusively Representing Pasadena’s Executives and Employees
We are proud to exclusively represent plaintiffs in and around Pasadena. It is legal given that the workplace is and must remain a fair and equitable place for men and women. Therefore, in California is it unlawful for employers to treat applicants or employees differently based on their gender. Accordingly, gender discrimination laws are in place to protect both men and women from the variety of issues that surface such as violations of the Equal/Fair Pay Act, sexual harassment, compensation, benefits, job training and assignment, and benefits. Consequently, if you experienced any sex discrimination, know someone who has, or suffered retaliation after reporting illegal employer behavior, then contact Stephen Danz & Associates at 877-789-9707 or complete the online form and our office will contact you to set up your initial complimentary consultation.
Our Pasadena employment attorneys have over four decades of combined experience, and the resources and knowledge to take on the biggest corporations. That has allowed our attorneys to hold employers large and small accountable for their discriminatory conduct. It is true that workplace issues may be stressful and embarrassing and many believe that reporting such violations may endanger their careers. However, the laws such as California’s Fair Employment and Housing Act (“FEHA”) and Title VII of the Civil Rights Act of 1964 (“Title VII”) are in place to ensure that employers may not discriminate or retaliate against employees for doing their jobs or expressing their rights. Some of the damages that we have been able to recover include back pay and front pay for what the employee would have made had the violations not occurred, job reinstatement (if requested by the plaintiff), emotional damages, benefits, legal fees, court costs, other compensatory damages, and punitive damages if the employer’s conduct was outrageous to make them an example for other companies.
If you were a victim of workplace sex/gender discrimination, call (877) 789-9707 today!
Pasadena Attorneys Fighting For Your Workplace Protections
California employers are required by law to regard males and females equally when instituting and implementing their workplace policies and procedures. This includes those policies pertaining to hiring, firing, promotions, demotions, job duties/assignments, and the harassment-free workplace atmosphere. Protections around gender also include someone’s biological or social characteristics as well as what they identify themselves as. Consequently, a company may not adversely treat an individual worker for what may be perceived or actual sex or gender identification preferences.
Our attorneys report certain common employer behaviors that keep resurfacing. If any of the following sound familiar, contact our office to discuss the strengths and weaknesses of your case. From the application process, we’ve seen companies making hiring decisions based on application information regarding someone’s status as married, having children or planning to have children. Another example is when an employee is consistently denied promotions that are then filled by members of the opposite sex even though those employees are unquestionably less qualified than you. Another common example is when members of the opposite sex are compensated at higher rates than the opposite gender. Further, our employment law firm handles cases where employees were branded as being “too manly” “too bossy” “bitchy” or “too feminine/womanly.” Other instances include managers or staff that permit or condone sexual harassment toward one gender or the allowance in practice of sex-based slurs, comments or related behavior toward women. If any of these sounds familiar, contact an experienced attorney at our office by calling (877)789-9707 for a free assessment of your case.
It is unfortunate that stereotypes have persisted in the workplace dragging down a certain gender. Our courts and lawmakers have ensured that this type of conduct is inexcusable. Therefore, if you or someone you know experienced negative actions based on sex/gender, do not hesitate from contacting our office. Our Pasadena lawyers will guide you on the merits of your case and legal options to that your rights are safeguarded.
Do Not Remain A Victim – Speak To Our Pasadena Attorneys Today
Stephen Danz and Associates focuses its practice on representing employees who are victims of discrimination in the workplace. One of the most common areas of such discrimination is sex or gender discrimination. Sex/Gender discrimination in the workplace typically involves the treatment of an applicant or employee negatively due to that person’s gender, whether man or woman. Many times, it is the employer’s practice, whether consciously or subconsciously, that subjects the victim to higher standards of evaluation than that which is applied to the opposite sex. This means that applicants or employees that face sex or gender discrimination are entitled to obtain relief under the federal Title VII of the Civil Rights Act of 1964 (“Title VII”) and California’s Fair Employment in Housing Act (“FEHA”).
Both Title VII and FEHA prohibit any type of unfavorable or adverse treatment surrounding sex and gender discrimination including, but not limited to, sexual harassment, pregnancy discrimination, wrongful termination, or un-equal pay. Often the federal Equal Pay Act or California’s Fair Pay Act are included in the Complaint since employers have for years determined compensation based on gender. Therefore, equal pay laws ensure that equal pay is provided for equal work by both men and women in the workplace.
Common Types of Sex/Gender Discrimination – Gender Stereotypes and Roles
One of the most common types of sex discrimination or gender discrimination is gender stereotyping and subconscious prejudice. For example, if an employer creates stereotyped expectations of femininity for women in the workplace, this violates Title VII. Further, if an employer’s practice or policy inhibits aggressiveness for women but the roles that women are placed in require such a characteristic, this creates a bind for women since they are forced to behave in a certain way and if they do not they may be terminated.
Other times, employers place certain genders in unique roles based solely on their gender. Accordingly, such company decisions based primarily on someone’s sex, which is a protected class, whether such action is overt/obvious or covert/latent, violate both Title VII and FEHA. When evaluating an employee’s performance based on subjective criteria this type of behavior allows for more abuse, prejudice, bias, whether intentional or unintentional. Moreover, employers who encourage male applicants or employees to take a more commanding or authoritative role due to their gender, and stereotype females as more subservient in roles violates our anti-discrimination laws.
Schedule a Complimentary Consultation with Our Pasadena-Based Attorneys
Contact our Sex and Gender Discrimination Attorney in Pasadena to schedule a free no obligation consultation with an attorney regarding your gender/sex discrimination claim. Please call 877-789-9707, and also see our dedicated pages within our site to learn more about what to expect.
Using years of experience and bountiful resources, our firm is able to fully comprehend the complex nature of gender discrimination case. We know Pasadena’ courts, industry, and corporate practices, and leverage such knowledge to attain the most favorable outcome for sex discrimination cases.
Remedies and Recoveries for Sex/Gender Discrimination
Under both Title VII and FEHA, applicants and employees who are victims of gender discrimination have a right to compensation damages in the form of economic losses, emotional losses, attorneys’ fees, related costs, and, at times of outrageous cases, punitive damages. Some of these damages, such as backpay, may be capped based on the size of the employer pursuant to the Civil Rights Act of 1991.
In regard to Punitive Damages, a court would award damages when the employer’s behavior is so egregious that it warrants punishment rather than just mere compensation. This is to deter such conduct in the future by both the employer and anyone else in the industry that may hear of the case. As one case see, this is an extremely complex area of the law and strategy highly influences the outcomes. Consequently, your choice of counsel will greatly affect the ultimate remedy in your case.
Consult with some of the most experienced Pasadena Sex/Gender Discrimination Lawyers at Stephen Danz and Associates. We have successfully settled or litigated hundreds of cases of sex/gender discrimination. You will be given ample time to discuss the case as well as fully understand the process. We value our clients and develop a strategy toward success. With the right resources, decades of experience, and the know-how, our firm is prepared to take your sex/gender discrimination case seriously, and we are ready to negotiate a settlement or take your case to court.
Contact Our Pasadena Office Today
If you have been negatively affected by sex discrimination or retaliation at work, contact Pasadena area employment discrimination lawyers who specialize in the representation of executives and employees in sex discrimination cases. To discuss your case and explain what we can do for you, speak to our employment discrimination attorneys at 877-789-9707.
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“Mr. Danz and Ms. Porter,
Thank you very much for your legal assistance a few weeks back. The problems I was encountering at work were having an extremely adverse affect on every aspect of my daily life. Relationships with my fiance, friends, and family were growing increasingly tense, and my overall daily outlook was grim as a consequence of not being able to see any viable options to remedy the situation. Your willingness to write, speak over the phone, and meet with me was extremely generous. Furthermore, the way in which you treated my family and I was overwhelming. In a calm, compassionate, and sincere fashion, you were able to explain to us very clearly several meaningful options in which to resolve the conflict I had with my employer. On the drive home from meeting with both of you, I felt for the first time in a long time, a sense of relief and renewed ability to enjoy the moment.
Your confidence and professionalism in all of my interactions with you allowed me to trust you completely when advice was offered. I wrote a forceful letter to my employer that was as closely in line with the advice you gave I as could create. On the same day that I emailed said letter, I received a reply from my employer that demonstrated very clearly that I had his attention. Immediately after, I received verbal and written reassurances that the matter was being dealt with promptly. Within three weeks I was in the shop, and two weeks after that I my application for the opening at a closer location was accepted. Every part of what I was asking for was granted, and then some.
I would love to fly you both to Hawaii for an all expense paid vacation, but my wife would kill me as we are still in the “postponed” phase of our honeymoon due to lack of funds. At the moment, I give you my most sincere appreciation. I understand that you are both business persons, and had the issue gone to trial or arbitration, much money could have been made. At no time though, did I sense that your motivation was driven by a desire to win money. You both seemed genuinely driven by a desire to help someone who did not readily see how to help himself. That to me is the definition of love and compassion. Thank you for treating my wife, daughter, and I with such love and compassion.
I apologize for it taking so long to get the above thanks to you. My tardiness is in no way an indication that I take this issue lightly. My tardiness IS the result of wanting to dedicate adequate time to compose a thank you that reflects the sincerity and magnitude of my gratitude.
One last thing. Mr. Danz, do you remember mentioning that I was hired as a form of advertisement for the company? You said it would be a way for them to show potential new-hires that one of the top Universal Technical Institute students works for us. Turns out you were dead on. I was asked two weeks ago if I was okay with being interviewed for an upcoming story regarding the company, and that I was one of two people in the entire company chosen. I thought you might get a kick out of that.
Thank you very much.
– Brendan C.”
Stephen Danz & Associates-Pasadena