Employment and Workplace Retaliation Attorneys in Pasadena
Pasadena Firm Focused on Handling Retaliation Claims
Title VII of the Civil Rights Act (“Title VII” ) and California’s Fair Employment and Housing Act (“FEHA”) among many other laws encourage employees to come forward if they believe that they are discriminated against or that their rights are violated by the employer. Accordingly, these Acts and their related Labor Codes 98.6 and 1102.5, for instance, ensure that employers are held accountable for punishing employees who lawfully voice their concerns. Some of the most common complaints against employers in the workplace are based on discrimination, harassment, violations of workplace laws, and/or participation in investigations into the employer’s alleged violations.
What is Retaliation in the Workplace?
If you file a complaint and your employer adversely impacts your job as a direct result, you are a victim of retaliation even if your complaint (i.e. discrimination, harassment) is not proven. Examples of retaliation also include unwarranted written or verbal warnings or other discipline, unjustified negative evaluations, demotion, salary/compensation/benefit reduction, changes in the job duties or assignments, or even unlawful termination. Employer retaliation actions may be latent or, hidden by a pretext reason, or obvious. All employees need to have is a reasonable basis or belief that their complaint is valid. The court views each situation subjectively since each action may affect an individual differently. As a foundation, the courts have looked at employer retaliation on how they would deter a reasonable individual from filing a complaint. If you experience retaliation in the workplace, Stephen Danz & Associates is Pasadena’s go-to law firm to guide you with your potential retaliation action.
What is Protected Activity Under California and Federal Law
Employers in California must abide by both the state’s Fair Employment and Housing Act (“FEHA”) as well as the federal Title VII of the Civil Rights Act of 1964 (“Title VII”). Each contain anti-retaliation prohibitions where employers may not discriminate against an employee who engaged in “protected” activity such as opposing an illegal practice or what the laws’ intended to prevent (i.e. discrimination or harassment). Employee’s actions are protected if they are based on reasonable, good faith believe that the employer action that they complained about violated law. In fact, the following are all valid reasons which should not beckon an employer’s retaliation: peaceful protests, threatening to file a charge of discrimination, actually filing workers compensation claims, requesting reasonable accommodation based on religion or disability, participating in agency investigation of discrimination as a witness, or refusing to violate the law for the company.
Many other laws also protect individuals from retaliation. Some of these include claims made under your rights granted by the Americans with Disabilities Act (“ADA”), lawful leave taken within the Family and Medical Leave Act (“FMLA”) or California’s Family Rights Act (“CFRA”) to attend to a spouse or newborn, or exercising your civic duty in serving on a jury.
Retaliation for Whistleblowing
Employers may not punish employees for exposing company violations (or acting as whistleblowers). Whistleblowers are protected from retaliation under laws such as the Deficit Reduction Act (“DRA”), False Claims Act (“FCA”), Fraud and Enforcement Recovery Act (“FERA”), and the Patient Protection and Affordable Care Act (“ACA”). For instance, the FCA protects whistleblowers from retaliation by the employer in terms and conditions of employment as 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.
If you are an employee in Pasadena and believe that your employer retaliated against you (or your coworkers), you are protected and should obtain a free case evaluation by one of our experienced Pasadena Workplace Retaliation Attorneys. Please call us at 877-789-9707 or fill out the Online Form for a complimentary review of your retaliation claims
Stephen Danz & Associates is California’s Largest Employee-Side Law Firm
We are one of the largest firms to specialize in employment litigation surrounding workplace retaliation. Retaliation in the workplace takes place when an employee submits a report or claim of discrimination, harassment, or employer misconduct to his or her supervisor, the Equal Employment Opportunity Commission (“EEOC”) or a California state agency, and the employer as result treats the employee negatively. The most common types of retaliation include firing, demotion, removal from training or advancement opportunities, moving employees into other undesired job responsibilities, discipline, or curtailing the employee’s compensation or benefits.
Remember: If you lawfully reported a workplace matter to your supervisor or the EEOC stemming from your belief that discrimination or harassment took place, and the employer negatively acted against you, you may very well be a victim of retaliation!
As result, a knowledgeable, experienced and resourceful attorney at our Pasadena office can help you determine your retaliation claim so that your rights are protected under California law.
Call Stephen Danz & Associates should you searching for an ” Workplace Retaliation Attorney Pasadena ” .
If You Suffer Workplace Retaliation, Don’t Wait
In many instances, the statute of limitation to bring a case against your employer may be very short. Since there are specific laws that protect California employees living and working in Pasadena, do not be a victim of discrimination or harassment in the workplace. For example, if you reported a safety concern in the workplace to OSHA or a violation of certain finance/healthcare laws by the company, your rights are protected by law. If your employer negatively acted against you in response, then the employer must clearly show facts justifying and explaining that action. To be considered retaliation, an employer’s action toward an employee must negatively impact the employee’s ability to work or create a hostile work environment.
Contact An Experienced Pasadena Employment Retaliation Attorney Today
Our employee-only approach to employment law enables the firm to establish a record of representation unequalled in the business. We have sound strategies to ensure that your voice is heard and that you are provided the appropriate legal options. Stephen Danz has over 40 years of experience in representing employees in California. He is an industry leading and proclaimed Super Lawyer and has litigated and/or settled hundreds of workplace discrimination and retaliation cases. His firm is equipped with the finest attorneys and resources to obtain the justice and compensation that you deserve. Call our offices for a free consultation about your case, and speak to our workplace retaliation attorneys at 877-789-9707 today. After your initial consultation, an attorney will guide you in how to collect the proper paperwork and file the appropriate forms to best portray your case. We will passionately advocate on your behalf until the resolution of your case.
Pasadena Attorneys Specializing in Whistleblower Retaliation
Retaliation is defined as an action by an employer, or someone acting on the employer’s behalf, against an employee who raised a concern. One common concern occurs when employees blow the whistle on corporations that federal or state violate statutes. Retaliation may appear in the form of harassment, intimidation, discrimination, demotion (or non-promotion), benefits, job assignment, or unlawful termination. Within whistleblowing under the False Claims Act, it is unlawful for employers to retaliate against employees who engage in protected whistleblower activity such as reporting violations to government authorities, testifying or giving statements as part of the investigation.
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Stephen Danz & Associates-Pasadena