Employment Attorney and Personal Injury Lawyer
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California Employment Lawyer
Employment lawsuits are attorney Mohamed Eldessouky’s practice specialty, as employment law is his primary field of legal expertise. His service locale as a Southern California Employment Lawyer are the counties of: Los Angeles County, Orange County, Riverside County, San Bernardino County.
Employment lawsuits attorney Eldessouky handles involve workplace violations of employment law related to discriminatory conduct in the forms of:
Workplace harassment occurs when employment discrimination violates Title VII of the Civil Rights Act of 1964, the Age Discrimination in Employment Act of 1967, (ADEA), and the Americans with Disabilities Act of 1990, (ADA). Unwelcome, offensive conduct based on skin color, race, religion, sex (including pregnancy, gender identity, and orientation), national origin, age (40 or older), disability, or genetics. Unlawful conduct constituting workplace harassment is when:
- Enduring the offensive conduct becomes a condition of maintaining employment, or
- Conduct is severe or pervasive enough to create an intimidating, hostile, or abusive work environment to reasonable persons.
Anti-discrimination laws prohibit retaliatory harassment against individuals filing or supporting a discrimination complaint, whether in the form of filing the charge, testifying, or participating in an employment lawsuit or investigation under these laws. Additional considerations can include employers opposing employment practices that they reasonably believe discriminate against individuals, in violation of these laws. Isolated, inconsequential incidents without lingering effects are typically not harassment. Harassment also consists of unlawful behaviors that contribute intimidation, hostility, or offensiveness into a work environment. If you are being victimized as a subject of harassment, contact our harassment employment attorney to end the situation.
A hostile work environment exists when ongoing workplace behavior creates an environment that is distracting for an employee to work in due to discrimination. Violations that impose employer liability must result from direct or indirect discriminatory workplace conduct that facilitates a routinely intimidating work environment for an employee to perform in. Employer liability includes their negligence to rectify the hostile work situation, or to provide an avenue of relief for a distressed employee to alert the employer about the hostile environment. Isolated incidents with inconsequential effects are usually not considered to be statutory violations of the employment discrimination laws. If you are under hostile pressure at work, contact our hostile work environment employment attorney at Eldessouky Law to see if you can sue your way to relief.
Retaliation in the Workplace
A hostile work environment may also be created when an employer’s management acts in a manner designed to make an employee quit in retaliation for some action. For example, if an employee reported safety violations at work, was injured, attempted to join a union, or reported regulatory violations by management, and management’s response was to harass and pressure the employee to quit. Employers have tried to force employees to quit by imposing unwarranted discipline, reducing hours or wages, or transferring the complaining employee to an undesirable work location. If you feel your employer is acting in retaliation, contact our workplace retaliation employment lawyer to see how you can strike back.
Wrongful termination is when an employer illegally severs an employee’s contract of employment. Employment termination constitutes violations of either federal or state employment law or breaches of terms within the employee’s contract of employment. If you were fired unfairly, do not backlash and retaliate against your employer; instead, immediately contact our wrongful termination employment lawyer at Eldessouky Law, as the matter is time-sensitive.
Federal and California leave of absence laws provide a variety of reasons for employees to take time off and paid leave from their California workplace. Employees are regulated by law through the Federal Family and Medical Leave Act (FMLA) and California Family Rights Act (CFRA) to take time off for sickness, injury, child or family caregiving, pregnancy, domestic violence leave, and various other reasons. For military employees, the Uniformed Services Employment and Reemployment Rights Act (USERRA) guarantees protections to uniformed service members (active or retired) who may need temporary leave from civilian employment to serve in the armed forces. If you’ve been unfairly denied leave by your employer, contact our leave of absence employment attorney to provide guidance and representation through the matter.
The Equal Pay Act (EPA) requires gender equality within the workplace regarding equal pay for equal work. Male and female employees must be indiscriminately entitled to substantially equal positions, responsibilities, and compensation. Experience, not job title, while performing the job determines whether jobs are substantially equal. Compensation includes pay and benefits. Employers also may not reduce wages of either sex to equalize pay among the employer’s workforce. The time limit for filing an EEOC EPA charge and for going to court are both within two years of the alleged unlawful compensation practice or, in the case of a willful violation, within three years. As this is a highly time-sensitive matter, you’ll need to act fast with our expert pay and compensation employment attorney at Eldessouky Law