Employment Discrimination Attorneys in Pasadena, CA
When you take on the responsibility of a job, you expect to be treated equally and fairly. Nobody deserves discrimination due to race, religion, gender identity, or any other legally protected category. Several state and federal laws protect you from employment discrimination.
Employers who discriminate in the workplace violate these laws and are subject to fines, citations, and other consequences. Employees in such situations have the right to take legal action to seek compensation from at-fault employers.
If you believe you’ve been a victim of employment discrimination, Domb & Rauchwerger can help you pursue justice. We recognize the challenges of going up against an employer and their legal team. However, our years of experience devoted exclusively to employment law position us to give you the skilled representation that can hold employers liable for their discriminatory actions.
Get a free consultation with a Pasadena employment discrimination lawyer by calling (213) 772-5882 or emailing us a completed online case evaluation form.
Federal and State Laws Protect Employees
Federal laws offer solid protections against discrimination in the workplace.
The most relevant laws include:
- The Civil Rights Act of 1964 is a landmark piece of legislation that safeguards workers against unfair discrimination based on race, color, religion, national origin, or sex.
- The Pregnancy Discrimination Act was passed to extend the same rights to expecting and new mothers.
- Employees above 40 are likewise protected from age discrimination by the Age Discrimination in Employment Act of 1967.
- The Americans with Disabilities Act (ADA) forbids discrimination in the workplace because of a person’s physical disability. Employers must make reasonable accommodations for workers to do their jobs.
The Fair Employment and Housing Act (FEHA) is California’s anti-discrimination law. This statute extends protections beyond those afforded by federal law, including those based on your marital status, sexual orientation, gender identity/expression, or health status.
What Is a Protected Category According to California Employment Law?
The FEHA states that you cannot be discriminated against because of any protected category under the law.
Domb & Rauchwerger What is Considered Discrimination?
Don't face legal challenges alone. Contact us at (213) 772-5882 to discuss your case with our experienced attorneys.
What Is an Adverse Action?
Any measure or action your employer takes that negatively impacts your employment's terms, conditions, or privileges could be considered an adverse action.
You may have experienced an adverse action if an employer has:
- Discharged you
- Failed to hire or promote you
- Demoted you or reduced your pay
- Relieved you of certain responsibilities
- Given you a negative performance review
If an employer makes a rude remark to you or does something that would only temporarily upset a reasonable person, it likely won’t be considered an adverse action. If you’re still unsure whether or not an employer has taken such an action against you, an employment discrimination attorney at our firm can offer clarification.
Connecting an Adverse Action to Workplace Discrimination
When assessing whether you believe your employer has discriminated against you, the key is whether you are being treated differently than people not in your protected category. You must also prove that your employer was aware of your protected category.
For example, suppose you are a female worker, and you see that several of your male coworkers have been promoted, but neither you nor your female coworkers have. In that case, you may have a case against your employer based on gender discrimination.
Alternatively, if you are Hispanic and get written up for being late to work on one occasion, but all of the Caucasian employees are constantly late and never written up, that could also be another form of discrimination.
If you are being treated the same as everyone else, even if that treatment can be perceived as unfavorable, then it is unlikely that you have a claim for discrimination since your employer is not singling you out and treating you differently because of your protected category.
It can be more difficult to prove discrimination in certain cases, such as for pregnancy status if you’re only a few weeks pregnant. Fortunately, we can use evidence, such as testimony from other employees, letters, handwritten notes, computer files, and other records to prove that an employer knew about your protected status.
Proving Discriminatory Adverse Actions
Once you’ve proven that the employer was aware of your protected status, you still have to show that the unfair actions they took against you were motivated by your status. To do so, you’ll need to show that your treatment differed from how employees who aren’t in your protected category were treated.
An employment discrimination lawyer from our team in Pasadena can work to find the evidence required to prove that the adverse action(s) you’ve been subjected to was motivated by your sex, gender identity, or another protected category.
Don't face legal challenges alone. Contact us at (213) 772-5882 to discuss your case with our experienced attorneys.
What Makes Us Different
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Former Defense AttorneysGain a unique advantage with our firsthand knowledge of how corporations and insurance companies operate.
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Collaborative ApproachOur founders collaborate on every case. This dynamic approach enhances our ability to secure favorable outcomes for you.
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Respected in the Legal CommunityOur esteemed reputation and well-established connections within the legal community set us apart.
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Free ConsultationsTalk through all of your legal options during a free consultation.
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Millions Recovered on Behalf of Our ClientsOur track record of successful outcomes demonstrates our proficiency and commitment to fighting for your rights.
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Hablamos EspañolEmployment law help provided by a Spanish-speaking team.
Legal Remedies & Damages in Employment Discrimination Claims
You can anticipate the following legal remedies from a successful employment discrimination lawsuit:
- The employer must immediately stop all discriminatory action; they must devise and put into practice measures to prevent future discrimination
- Financial damages designed to compensate the employee for any out-of-pocket costs incurred due to the discriminatory incident, such as lost wages the employee would have received had they not been terminated
- Compensation for emotional suffering endured, such as mental anguish or loss of enjoyment of life
- Attorneys’ fees and court costs
- Punitive damages if the employer’s discrimination was particularly egregious
Other typical legal remedies might include providing employees with necessary, specific, reasonable accommodations to execute their jobs.
It is crucial to remember that retaliation for making complaints of discrimination is also unlawful. That means your employer could encounter further repercussions if they retaliated in any way against you for exercising your rights.
Talk to an Experienced Discrimination Lawyer Today
