Overview

  • Founded Date March 17, 1990
  • Sectors Easter
  • Posted Jobs 0
  • Viewed 7

Company Description

Los Angeles Employee Rights Lawyer

Navigating the legal aspects of employment can be complex. This webpage provides an introduction of some necessary worker rights and resources to assist you comprehend your options.

Understanding Your Employee Rights

As a worker, you have certain legal defenses in place to guarantee a reasonable and safe work environment. These rights cover different elements of your work, including:

Wage and Hour Lawyer: You are entitled to be paid minimum wage for all hours worked, and overtime pay for going beyond a set number of hours weekly (typically 40). Meal and rest breaks might likewise be compensated depending on your location and employer.
Sexual Harassment: Unwanted sexual advances regrettably continues to effect individuals of all genders and gender recognitions. The Employment Lawyers Group has actually attempted and managed many cases for males and females including undesirable sexual touching, sexual attack, sexual battery, quid pro quo sexual harassment done by managers, supervisors, and company owner. These days many sexual harassment cases also involve undesirable text and obscene photos sent out to mobile phones. Our work includes appeals worrying unwanted sexual advances and life changing settlements.
Discrimination and Harassment: Federal and state laws forbid discrimination based upon race, color, religion, sex (consisting of pregnancy), national origin, impairment, age (40 or older), or genetic information. This includes protection from harassment of any kind.
Reasonable Accommodation: If you have a recorded medical condition, your employer might be required to provide sensible accommodations to permit you to perform your task tasks. Examples include versatile work schedules, customized devices, or accessible offices. However, most cases submitted in court for employers refusing to fairly accommodate staff members includes companies who fired a staff member for not coming back to work when they are out on a disability, FMLA, or employment pregnancy leave. Allowing time off for a staff member’s medical condition and treatment are basic sensible lodgings many employers do not correctly deal with.
Workplace Safety: Your company has a legal obligation to offer a safe workplace devoid of acknowledged hazards. This includes adhering to security regulations and employment offering correct training for workers.
Wrongful Termination: Wrongful termination is a whistle blower tort. If an employee grumbles about their employer doing something illegal and they are ended that may be wrongful termination. Retaliation resulting in a job termination is wrongful termination if it happens because the worker worked out statutory legal rights and was struck back for exercising those rights. Examples include job terminations due to the staff member submitting a wage claim, refusing sexual harassment, reporting an employer to OSHA, internally complaining to management or employment refusing to participate in prohibited activities, taking a legally safeguarded leave of absence for cancer, disability, FMLA, or pregnancy. Firing a staff member due to an immutable particular such as gender, race, or religious beliefs is likewise wrongful termination. Wrongful discharge IS NOT about unfair job terminations staff members do not concur with that do not involve among the above.

Call The Employment Lawyers Group 1-877-525-0700

Employment Lawyer For Workers Compensation

If you are hurt or become ill due to your work, worker’s payment advantages might be available to cover medical expenditures and lost incomes. However, worker’s compensation is the special treatment for most workplace injuries, suggesting you typically can not sue your company directly.

There might be restricted exceptions where legal action versus an employer is possible. Consulting with an employment attorney is suggested to figure out if your circumstance falls under one of these exceptions, such as wrongful termination for submitting a wage claim or serious work environment security violations.

Disclaimer: This website offers general info just and ought to not be interpreted as legal recommendations. If you have specific questions or concerns about your employment rights, it’s always best to seek advice from a certified attorney.

Employment Lawyers Group Case Results (Some)

$18,402,868 Jury decision for male aesthetically pestered and based on unrefined comments by a female supervisor

$1,150,000 Unpaid commissions of 2 complainants

$875,000 For 4 oil field service market workers whose times worked were not taped on timesheets and were on-call

$800,000 Controlled wait class action settlement

$800,000 For mis-classified independent specialists

$775,000 For small class action of employees not allowed meal breaks or cellular phone compensations while taking care of reliant grownups

$750,000 Disability discrimination settlement for staff member who had heart problems

$750,000 Sub-Minimum wage class action settlement

$675,000 Unwanted sexual advances in a warehouse

$672,500 For unwanted sexual advances at a truck stop

$539,584 Myles v. Wellpoint Termination of Employment Due to Disability and Workers Compensation Injury

$510,000 Class action settlement of 125 workers on overtime claims

$500,000 Unpaid days of work to 4 oil well employees

$490,000 For sex and age discrimination of women

$465,000 Sexual harassment at a gas station

$460,000 Unpaid hours of work for security officers & PAGA Violations

$450,000 Settlement for 2 on-call workers

$450,000 Paystub offenses

$450,000 Being on controlled standby

$430,000 Settlement in 2024 dollars for a Los Angeles storage facility employee required to breach her medical constraints enforced by pregnancy

$400,000 Recovery following arbitration win for 4 staff members who sweated off the clock

$400,000 Following arbitration win for meal & rest breaks for 3 employees

$400,000 Off-the-clock work for 5 employees

$365,000 Vasquez v. Del Rio Sanitarium Pregnancy Discrimination Case – Following Jury Trial & Appeal

$365,000 Sexual harassment of a shipment driver

$365,000 After defendant lost their appeal – pregnancy case – Jury Trial

$360,000 For missed meal and rest breaks, and overtime for 3 workers, and PAGA charges for less than 25

$350,000 To 2 workers in getaway rental service working off-the-clock overtime

$350,000 Due to fixed bonus pay not figured into overtime for a directional driller

$350,000 For controlled standby and overtime for one worker

$350,000 Nurse mis-classified as independent contractor who was on-call

$350,000 For directional driller whose fixed rate perks were not determined into his overtime rate

$350,000 For 2 staff members in the vacation rental service who worked off-the-clock, on-call & PAGA

$350,000 For dominating wage and paystub itemizations

$315,000 Unwanted sexual advances of a lesbian female by straight male

$315,000 Unwanted sexual advances of a pizza shipment chauffeur

$307,345 For 2 health center staff members oncall

$305,000 Wrongful termination of 2 sales people

$305,000 For 2 IT difficulty shooters oncall at a significant healthcare facility

$302,000 Controlled standby pay for 2 telecommunication employees in a medical facility

$300,000 Verdict of compensatory damages in wrongful termination case due to worker’s refusal to work without rest breaks

$300,000 Post trial decision for wrongful termination settlement and minor rest break violations

$300,000 Multiple Worker Claims for Unpaid Wages for Oil Gauge and Calibration Inspectors on Docked Coastal Vessels

$275,000 Unpaid base pay, overtime double and double time due to on call work for two specialists at a radio/television station

$270,000 Sexual harassment & employment termination

$260,000 For controlled wait pay

$260,000 For in a supermarket

$250,000 For 2 oil field service professionals not paid overtime

$250,000 For radiology service technician on-call and little PAGA group

$250,000 For whistle-blower about overdue overtime

$246,000 Breach of fiduciary duty arbitration award including disability discrimination

$232,000 Male on male unwanted sexual advances won at a binding arbitration

$225,000 Unwanted sexual advances of a Waitress (No Termination Involved)

$225,000 For 2 cooking area employees sexually pestered

$225,000 Sexual harassment by shop clients

$206,151 Larson v. VXI Same Sex Unwanted Sexual Advances

$205,000 Unpaid incomes, overtime, labor code area 2699 charges- arbitration award for multiple complainants

$205,000 For several complainants

$200,000 For on-call work, retaliation, forced to quit gatekeeper

$200,000 For dominating wage and FMLA infractions

$200,000 For PAGA offenses and sexual harassment

$200,000 Race Discrimination towards Latinos

$200,000 Acts of unwanted sexual advances by CEO

$200,000 For an employee fired due to medical issues & problems of discrimination

$200,000 For a sales female in her 60s, age discrimination

$195,000 For Whistle Blower

$193,500 Sexual Harassment by a registered sex transgressor

$193,250 Unwanted sexual advances by a sex wrongdoer

$190,000 Sexual Harassment in the medical coding industry

$190,000 Unwanted sexual advances without a job termination

$185,857 Jewish legal representative victimized due to religion

$185,000 For sexual harassment of a woman 35 years older than the harasser

$182,500 Fired during cancer treatment

$180,000 Cancer discrimination and termination due to healing from cancer

$180,000 Controlled standby pay claims of oil field service staff member

$180,000 Controlled standby pay

$175,000 Sexual harassment lawsuit

$175,000 PAGA settlement due to missed out on meal and rest breaks in a hotel’s kitchens

$175,000 Failure to pay base pay

$175,000 Unpaid overtime of 2 limousine drivers of a little company

$175,000 Minor concerns of pregnancy discrimination in quick food dining establishment, absence of rest breaks

$175,000 Wrongful Termination of Financial Whistleblower

$175,000 PAGA settlement resort staff who worked off-the-clock

$174,250 Missed meal and rest breaks

$170,000 Off the clock work by nonexempt administrator at non-profit

$166,250 Racial harassment at a big box shop

$165,000 Wrongful termination and whistleblower

$165,000 For a car dealer manager denied infant bonding and CFRA Leave

$162,500 Failure to pay commissions, retaliation when went to Labor Board

$162,000 Unwanted sexual advances at a property owner’s Association

$160,000 For 3 oil field staff members rejected meal breaks, worked off-the-clock

$160,000 Sexual harassment by managers of automobile lot

$160,000 Auto dealer sexual harassment by text message

$155,000 Whistle blower at building and construction site

$153,000 Camarillo woman demeaned due to her Christianity

$150,000 Unwanted sexual advances to 2 kitchen area workers at a resort

$150,000 Race harassment at an oil refinery

$150,000 Wrongful termination of social employee reporting patient abuse

$150,000 Mental special needs & termination of CFO

$150,000 Cancer discrimination & wrongful termination of waitress

$150,000 Disability discrimination & termination

$150,000 Wrongful termination of C.N.A. in assisted living facility who blew whistle

$150,000 Job Termination of sales representative with cancer

$150,000 Settlement for failure to renew after maternity leave

$150,000 Cancer discrimination & termination of waitress Wrongful Termination of Site Manager

$150,000 Unwanted sexual advances of an eight-teen years of age dining establishment worker

$150,000 Sexual harassment by a manager of an adult day care program

$150,000 Job not held open throughout cancer treatment

$150,000 CNA complained about rats

$150,000 Forced to quit due to unwanted sexual advances

$145,000 Settlement for a workplace supervisor whose Northridge employer would not enable her to depart from work due to pregnancy

$140,000 Off-the-clock work, breach of agreement to pay hourly wage to nurse

$140,000 Not Accommodated and Fired for Mental Disability Leave

$137,930 Robinson v. Mantra – Binding Arbitration Award in a Pregnancy Discriminations

$137,500 Failure to renew after FMLA

$135,000 Aerospace executive whistle blower

$130,000 Employee fired for declining to falsify records in suit

$127,500 Illegally required medical evaluation adversely affecting a disabled staff member

$127,500 Wrongfully ended driver who grumbled his truck was risky

$127,450 Improper query about medical capabilities

$125,450 Retail sales manager terminated after complaining about national origin harassment by coworker

$125,000 Minor sexual harassment

$125,000 Sexual harassment at a junk food restaurant

$125,000 Sexual harassment of a drug therapist

$125,000 Pregnancy discrimination case & wrongful termination –

$125,000 Wrongful termination

$125,000 Wrongful termination & minor labor code infractions

$125,000 Breach of contract, unpaid earnings in the web industry

$125,000 For worker who stopped after being misclassified and not getting overtime.

$125,000 Pregnancy discrimination & termination

$125,000 Non-payment of wages to CEO

$125,000 Age discrimination throughout layoff

$125,000 High tech company stopped paying the consented to sum

$120,000 Unpaid salaries for tow truck chauffeurs

$120,000 Sexually bugged maintenance supervisor by another male

$120,000 Insurance expert terminated for taking California Family Care Leave (FMLA)

$120,000 Racial Discrimination of a storage facility employee

$120,000 Male on male unwanted sexual advances Unpaid wages, overtime, labor code section 2699 penalties- arbitration award of over

$120,000 For race discrimination

$117,702 Disability discrimination, FMLA, and termination of $10.00 an hour worker in binding arbitration

$117,500 Pregnancy discrimination & termination ($24,000 loss of earnings)

$115,616 Signal Hill Hindu made fun of due to his religious beliefs

$115,000 Pregnancy discrimination & termination of customer support employee

$115,000 Unwanted sexual advances of car saleswoman small overdue commissions

$115,000 Sexual harassment of vehicle saleswoman & small overdue commissions

$112,023 Wrongful termination of social employee throughout trial

$110,000 (small lost wages) Cancer discrimination & employment termination

$109,500 Unpaid dominating earnings for 2 workers of a small business

$107,500 Wrongfully terminated security manager who let his subordinates know they had rights to meal breaks

$105,500 Unwanted sexual advances of a lesbian aerospace employee by a male who desired to turn her straight

$105,000 Overtime due computer system expert

$105,000 Fired After Depression Leave

$103,145 Refusal to accommodate pregnant storage facility employee

$102,500 Family Care Leave Act violations & termination ($20,000 loss of earnings)

$102,500 Unwanted sexual advances of a janitor

$102,500 Sexual harassment of a waitress (no termination involved)

$101,500 Unwanted sexual advances of a janitor

$100,850 Unwanted sexual advances by restaurant manager

$100,000 Termination of Mechanic’s Employment in Violation of California Family Rights Act (California FMLA)

$100,000 Wrongful termination of ambulance driver who blew the whistle

$100,000 Fired Due to Age of FMLA Leave

No Results Found!

* Please be encouraged that past results are not a guaranty nor forecast of future case results

THE CONTENT ON THIS WEBSITE IS ONLY INTENDED TO CONNECT TO CALIFORNIA LAW.
THIS IS A SITE FOR A CALIFORNIA LAW FIRM.
DO NOT COUNT ON THIS WEBSITE FOR LEGAL ADVICE.
LEGAL ADVICE IS BASED UPON THE SPECIFICS TO EACH CASE, AND INTERACTIVE DIALOGUES BETWEEN THE ATTORNEY AND CLIENT.
IN ADDITION, THE LAW CONSTANTLY CHANGES AND THIS WEBSITE DOES NOT.
BY READING THIS WEBSITE YOU ARE NOT FORMING AN ATTORNEY CLIENT RELATIONSHIP.