Proven Representation For Los Angeles Employment Discrimination Victims

Last updated on May 23, 2025

In a perfect world, your job would be more than a way of making a living. You’d go to work every day inspired to make a real difference and head home at night with a sense of accomplishment and fulfillment. Unfortunately, the world is far from ideal. While some people view their job as a labor of love, work is a means to an end for the majority. No matter what your employment means to you, one thing remains the same: It is illegal for your employer to discriminate against you based on the color of your skin, national origin, gender, age or disability.

California and federal laws provide discrimination protection for employees. Employers who fail to abide by these laws open themselves up to legal consequences such as civil lawsuits that provide financial compensation for employees who were harmed by discriminatory acts. At Reisman & Reisman, Attorneys at Law, we devote our legal practice to standing up for employees and holding employers accountable for their discrimination in Los Angeles and throughout California. We bring more than 20 years of experience to the table and have helped hundreds of California employees get results in employment discrimination lawsuits.

What Are The Protected Classes In California?

The following classes are protected from discrimination under California, meaning employers cannot use them as the basis for discrimination:

• Race, color, ancestry, or national origin
• Religion
• Sex, gender, or sexual orientation
• Medical condition (including AIDS/HIV, pregnancy or childbirth) and genetic information
• Disability
• Age (40 and older)
• Marital status
• Political activities or affiliations
• Military or veteran status
• Status as a victim of domestic violence, assault or stalking

Types Of Employment Discrimination in Los Angeles

Workplace discrimination falls under one of two categories:

• Disparate treatment is what most people think of when they hear the word “discrimination.” It includes examples such as terminating, demoting or refusing to hire an individual based on their membership in a protected class. Additionally, employers cannot refuse to reasonably accommodate an employee’s religious or disability requirements, or knowingly allow an employee to be harassed by other employees.
• Disparate impact occurs when an employer adopts policies that apply to all employees but have a greater negative effect on those in a protected class. Unlike disparate treatment, there is no requirement to prove discriminatory intent when pursuing damages for discrimination based on disparate impact.

California Employment Discrimination FAQs

It is a common misconception that signs of workplace discrimination are always obvious. Many California employees fail to recognize that they are facing unlawful treatment until it has been happening for some time. As employment attorneys who regularly work with employees in Beverly Hills and across California, we hear the following questions from our clients most often:

What steps should I take if I believe I am experiencing employment discrimination in California?

The first step is to understand that California law protects you from discrimination based on race, religion, gender, age (40 and over), sexual orientation, disability and other protected characteristics. If you suspect that your employer has treated you unfairly based on one or more of these categories, you do not have to remain silent.

Below is what to do:

• Keep records: Save emails, texts, voicemails or written communication that may support your claims.
• Document incidents: Note down dates, times, locations and people involved in any discriminatory incidents.
• Report internally: If your workplace has an HR department or a procedure for reporting discrimination, make a written complaint.
• File a formal complaint: You can file a charge with the California Civil Rights Department (CRD) or the U.S. Equal Employment Opportunity Commission (EEOC). These agencies investigate employment discrimination claims.
• Consult a Los Angeles employment discrimination lawyer to understand your rights and next legal steps. The right attorney can help evaluate your situation and effectively guide you through the complex legal process.

Taking these steps promptly can help protect your rights and strengthen your case.

How can I document instances of discrimination in the workplace?

You do not need to have a perfect log, but the more details, the better. Keep a personal file of each incident, including:

• What happened
• Who was involved
• Any witnesses
• How you responded
• Any follow-up by your employer or HR

Remember to save copies of performance reviews, disciplinary write-ups and any internal complaints you have filed. Strong documentation provides the foundation for addressing your workplace discrimination case effectively.

Can an employer be held liable for the discriminatory actions of its supervisors or managers?

If someone in a position of authority discriminates against you, harasses you or retaliates against you for reporting misconduct, the employer can be held legally accountable under state and federal laws. This is because supervisors are considered to be acting on the employer’s behalf when they make employment decisions.

What happens if I experience discrimination based on multiple protected characteristics (e.g., age and race)?

You can include all relevant characteristics in your CRD or EEOC complaint if you face discrimination due to combined traits. You could claim both age and race discrimination. Each claim is assessed separately, but combined claims may show a pattern, strengthening your case. Courts may award damages based on the overall impact. Document incidents tied to each characteristic and meet filing deadlines (three years for CRD, 300 days for EEOC).

Can I sue my employer for discrimination if I have already signed a nondisclosure agreement (NDA) or arbitration agreement?

Preemployment agreements should not discourage you from seeking justice when your workplace rights have been violated. Generally, you can still pursue discrimination claims despite having signed an NDA or arbitration agreement. While NDAs may limit what information you can share publicly, they cannot prevent you from filing discrimination complaints with government agencies or participating in investigations.

As for arbitration agreements, recent changes in California law (AB 51) attempted to prohibit mandatory employment arbitration agreements, though this has faced legal challenges. Even with an arbitration agreement, you retain your substantive legal rights – the difference is primarily in where and how your case will be heard (arbitration versus court).

Besides financial compensation, what are the potential remedies available in a Los Angeles employment discrimination lawsuit?

Courts and administrative agencies in California can offer more than just monetary relief. If your claim is successful, remedies may include:

• Job reinstatement (if you were fired or demoted)
• Promotion or correction of adverse job actions
• Policy changes within the company
• Back pay and benefits
• Payment of legal fees and court costs
• Emotional distress damages
• Punitive damages (in cases of especially harmful or intentional misconduct)

The goal of these remedies is not just to compensate you for past harm but also to create meaningful change in the workplace.

Don’t Wait. Contact Us Today.

The first step in getting the compensation you deserve is requesting your free consultation with our Los Angeles employment discrimination lawyers. Call 310-362-3905 or email us today. You will only pay if we win your case.