Proven Representation For Discrimination Victims
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, 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.
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
- Sex, gender, or sexual orientation
- Medical condition (including AIDS/HIV, pregnancy or childbirth) and genetic information
- 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
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.