LGBT Discrimination Attorney in Pasadena

Former Corporate Defense Partners Now Fighting for LGBT Employees

Both founding partners of Domb Rauchwerger LLP spent years on the other side of these cases, representing Fortune 500 employers at one of the nation’s largest employment defense firms. That background gives every case something most firms can’t offer: a clear picture of how corporate defense teams build their strategy and where those strategies can be challenged. We work together on every case from start to finish, with no handoffs to junior associates. There are no upfront costs, we work on a contingency basis so you pay nothing unless we recover for you, and we offer free consultations. You can reach someone on our team directly by call or text throughout the entire process.

If you’re facing LGBT discrimination at work, don’t wait. Call (213) 772-5882 or contact us online to schedule your free consultation with an LGBT discrimination attorney in Pasadena.

How California Law Protects LGBT Employees

California’s Fair Employment and Housing Act (FEHA) prohibits discrimination based on sexual orientation, gender identity, and gender expression. Those protections cover hiring, promotion, pay, termination, benefits, and workplace conditions. FEHA applies to employers with five or more employees for discrimination claims, and its harassment protections apply to all employers regardless of size. At the federal level, Title VII of the Civil Rights Act also prohibits LGBT discrimination following Bostock v. Clayton County (2020), in which the U.S. Supreme Court held that discrimination based on sexual orientation or gender identity constitutes sex discrimination.

Importantly, California law covers “actual or perceived” sexual orientation, gender identity, and gender expression, so an employee is protected even if the employer is simply mistaken about their identity. Discrimination based on association with an LGBT individual is also prohibited. An employer cannot require an LGBT employee to conceal their identity as a condition of employment while allowing other employees to discuss their relationships and families freely. That itself constitutes discrimination under FEHA.

Common forms of LGBT discrimination include:

• Wrongful termination after coming out or transitioning
• Denial of promotion or reduction in pay
• Exclusion from client-facing roles or advancement opportunities
• A hostile work environment based on sexual orientation or gender identity
• Denial of benefits tied to LGBT status

Documenting incidents as they occur, including dates, communications, and any witnesses, strengthens any claim that follows.

Why Choose Domb Rauchwerger LLP?

Both partners work on every case from start to finish rather than handing matters off to junior associates, so clients receive consistent senior-level attention throughout. Our background defending corporate employers gives us insight into the arguments your employer’s counsel is likely to make, and we prepare accordingly.

• Dual-Partner Collaboration: Two partners work together on every case, from initial consultation through trial or arbitration.
• Insider Knowledge: We spent years representing Fortune 500 companies and now use that perspective to advocate for workers.
• No Upfront Fees: We operate on a contingency basis, meaning you pay nothing unless we recover for you.
• Proven Results: We have secured a $9.9 million arbitration award and a $5.7 million jury verdict, along with successful settlements across a range of employment cases.
• Free Consultations: Your first conversation with us costs nothing.

How an LGBT Discrimination Case Moves Forward

We handle the full process, from filing administrative complaints with the EEOC or the California Civil Rights Department (CRD) through negotiation, arbitration, or trial. You don’t have to figure out the procedural requirements on your own.

Filing Deadlines & the Administrative Process

Before filing a civil lawsuit under FEHA, employees are generally required to file a complaint with the CRD. Employees typically have three years from the date of the discriminatory act to file with the CRD. After the CRD issues a right-to-sue notice, claimants generally have one year to file in civil court. For federal claims under Title VII, the filing deadline is typically 300 days from the date of the incident when a parallel state law applies. These deadlines matter, and missing them can limit an otherwise valid claim.

How We Prepare & Support You Throughout

We don’t rush strategic decisions. Every detail is thoroughly analyzed before we move forward, and clients consistently describe an approach that kept them grounded during what is otherwise an anxious process.

We walk you through each phase in plain language and adapt how we communicate based on your situation, including working carefully with clients whose primary language is not English. You can reach someone on our team by call or text at any point. Between updates, you’re less likely to be left wondering where things stand.

Ready to talk? Contact an LGBT discrimination lawyer at Domb Rauchwerger LLP by calling (213) 772-5882 or reaching us through our online form.